Sick Leave. 18.1 In applying the provisions of this clause the parties note: (a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date. (b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a). (c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim. (d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances (e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance. (f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days. (g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay. (h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement. (i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 4 contracts
Sources: Multi Employer Collective Agreement, Multi Employer Collective Agreement, Multi Employer Collective Agreement
Sick Leave. 18.1 In applying Sick leave credit shall be earned at the provisions rate of this clause 3.7 hours for a completed full two (2) week period of service. Sick leave shall be earned from the parties note:
employee's date of employment and the time on layoff, suspension or leave without pay, except as otherwise provided by law or these rules, shall not be counted in determining the completion of a full two (a2) On appointment to a DHB, a fulltime week pay period of service. A part-time or intermittent employee shall be entitled to ten (10) working days earn sick leave for sick as follows: A part-time or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time intermittent employee shall receive no fewer than five (5) working days earn .04625 hours of sick leave for the first twelve months of employment and a minimum of five each hour in pay status per two (52) additional working days for each subsequent twelve month week pay period. From 1 March 2012 where a For part-time employee has used her/his sick leaveemployees, on "hours in pay status" shall be an employee's regularly scheduled hours. It is understood the new HRMS system may result in a case-by-case basis, a different calculation comparing actual hours versus contracted hours will be done and if additional of earned sick leave is credit; however, in no case shall the result, it will be grantedcalculation result in less earning than the amounts identified in the paragraphs above. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued may accumulate unused sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
nine hundred sixty (g960) At hours. However, the employer’s discretionamount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, an employee may the maximum accumulation of sick leave and the amount of unused sick leave which can be granted further anticipated sick or domestic leavecredited towards State service for retirement shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to twenty-five percent (25%) for each twenty (20) hours in pay status per two (2) week pay period. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any anticipated employee who has such lapsed sick leave taken in advance and still remaining outside the entitlement will be paid to his/her credit may apply to the employerDirector of Human Resources to have the sick leave restored in the event of an extended illness. The employer Director of Human Resources at his/her discretion may deduct monies due from authorize restoration of all or any part of the final pay.
(h) Where an employee is suffering from a minor lapsed sick leave after thorough investigation, including complete medical reports of the illness which could have a detrimental effect on requiring the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against continued absence of the employee’s . The current practices concerning the earning of sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up credits for employees regularly scheduled to a maximum work in excess of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.forty
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:7.2.1 Sick leave shall be for illness and injury absences or for a legally established quarantine.
(a) On appointment to 7.2.2 Employees who are employed for 40 hours per week for a DHB, a fulltime employee complete fiscal year shall be entitled to ten 96 hours of leave of absence annually for illness or injury. Employees shall receive full pay for sick days thus allowed in any fiscal year, and the number of days not used shall accumulate from year to year. Every employee who works less than 40 hours per week and/or less than a complete fiscal year shall be entitled to sick leave in the same ratio that his/her employment bears to full time annual employment (1040 hours per week for 12 full months). Credit for personal illness or injury leave, as provided for in this section, need not be accrued prior to taking such leave by the employee and such leave of absence may be taken at any time during the year. However, a new employee of the District shall not be eligible to take more than six (6) working days, or the proportionate amount to which he/she may be entitled to under this section, until the first day of the calendar month after completion of the employee’s probationary period.
7.2.3 Illness leave may be utilized for pregnancy, miscarriage, childbirth, or recovery therefrom as set forth 7.13.3. The date of commencement of absence from and return to duties because of pregnancy, miscarriage, childbirth, or recovery there from shall be determined by the employee and the employee's physician. The physician's verification for the commencement of absence from duties and resumption of duties shall be based on the employee's medically determined ability to perform assigned duties.
7.2.4 An employee who terminates employment prior to earning sick leave taken in advance of accrual shall have the appropriate amount deducted from his/her final warrant.
7.2.5 ▇▇▇▇ leave shall not be transferable from one employee's accumulated balance to that of another employee's except as provided for under Section 7.14.
7.2.6 Any unused sick leave credit may be used by the employee for sick leave purposes, as defined, without loss of compensation. An employee may be eligible to receive State Disability Insurance benefits after five consecutive days of illness. It is the responsibility of the employee to apply to the appropriate state agency in order to receive such benefits. In the event that an employee has exhausted all accumulated sick leave credit, the District will apply accrued and unused vacation days to supplement the exhausted sick leave unless the employee provides written notice to the District not to do so. Because the District coordinates District leave benefits and State Disability Insurance benefits, an employee who receives State Disability Insurance benefit monies must remit all such monies to the District’s Payroll Department as soon as possible after receipt from the State. In addition to full-pay sick leave, employees who have completed their initial probationary period shall be entitled to a maximum of one hundred (100) days of sick leave per fiscal year at fifty percent (50%) of their salary. These days of additional sick leave are not carried into the next fiscal year and do not accumulate. In order to qualify for 50% pay, an employee shall utilize available leaves in the following sequence:
7.2.6.1 all Industrial Accident or Illness Leave days, when applicable;
7.2.6.2 all remaining current year days credited for sick leave;
7.2.6.3 all accumulated sick leave.
7.2.7 In no event shall the use of 50% pay, when coordinated with Industrial Accident or Illness Leave days, and/or remaining sick leave days, exceed 112 days in any fiscal year. There is no limitation on the use of full pay sick leave that an employee has accumulated.
7.2.8 In the case of sick leave absence, the District reserves the right to require any reasonable proof verifying that the employee was entitled to sick leave for sick or domestic purposes during the first twelve months of employment, and up to days claimed. In the event that an additional ten (10) working days employee will be absent for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer more than five (5) working days consecutive days, the employee must notify the District by no later than the fifth consecutive day of absence, of the expected duration of the absence, and verifying that such leave is for sick leave. In the event that an employee fails to so notify the District, the employee’s absence shall be deemed to be an unauthorized leave for pursuant to Article 7.1.6 of this agreement, until such time as the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used properly verifies her/his sick leaveillness.
7.2.8.1 If requested to do so by the District, on a case-by-case basisan employee who is returning to work and who has been absent five consecutive days or more, shall provide, at his/her expense, a calculation comparing actual hours versus contracted hours will be done statement from a medical doctor or licensed practitioner stating the reason for the absence and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of indicating an ability to return to his/her position classification without restrictions or detriment to the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them's physical and emotional well-being. Future annual sick leave entitlement will be on In addition, the date District may require the above statement for a period of their anniversary when they received their last allocation absence of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first less than five days but in each twelve month period. Thereafter they shall be paid at such case the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement leftDistrict, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by rather than the employee, be given in writing and before refusing a requestshall bear the cost of such examination. In the latter case, the decision maker is expected employee shall have the option to seek appropriate guidancechoose either his/her own or the District's physician and the District shall provide release time for such purpose.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 16.01 If illness prevents regular full-time employees of the provisions of this clause bargaining unit from performing their duties, the parties noteUniversity will provide sufficient sick leave to continue full regular pay, without any premium, through, but not beyond, the required waiting period for long term disability benefits.
16.02 Sick leave for probationary employees ((a) and (b) only) and temporary full-time employees is as follows:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten three (103) working days leave for sick or domestic purposes during in the first twelve months of three (3) month’s employment, and up to ;
(b) an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five after three (53) working months of employment;
(c) thirteen (13) days sick leave – renewable on the employee’s anniversary date.
16.03 Employees who will, after ninety (90) calendar days, become entitled by reason of disability to receive income protection at sixty-six and two-thirds percent (66⅔%) of their salary rate at the time of commencement of the disability, will receive an additional thirteen and one-third percent (13⅓%) of their basic wages for up to four (4) months from the first twelve months commencement of employment and a minimum the time for which income protection payments are received or until the disability ceases, whichever is sooner.
16.04 For absences of five (5) additional working days or more consecutive work days, the employee shall provide medical evidence verifying the illness. The University may require such evidence for each subsequent twelve month period. From 1 March 2012 where a part-lesser periods provided the employee is allowed reasonable time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateto obtain such evidence.
(b) Employees who move between DHBs 16.05 An employee shall give notice to their immediate supervisor, or designate, of any illness which will take prevent the from performing their accrued sick leave balance with them. Future annual sick leave entitlement duties.
16.06 When an employee is entitled to receive compensation under the Workplace Safety and Insurance Act, their salary will be on continue up to the date limit of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) entitlement. The employee shall be paid at relevant daily pay as prescribed reimburse the University in an amount equal to lost time compensation received under that Act in respect of the ▇▇▇▇period for which they received full salary. ▇▇▇▇ ▇▇▇ ▇▇▇▇, for leave used shall then be reinstated as of the first five days in each twelve month perioddate the employee returns to work. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support In circumstances where the employee’s claimsick-leave credit balance may be insufficient to provide the employee with full salary until the WSIB initial decision on the claim has been made, the employee will be given the option of having the University continue to provide sick-leave entitlement to the employee. It is understood that should the employee elect to have this additional sick-leave with pay provided, the employee shall reimburse the University in an amount equal to the salary received as a result of receiving these additional sick leave credits. However, the employee’s reinstated sick-leave credits will not include these additional days of sick-leave.
16.07 A period of certified illness of one (d1) day or more during a period of vacation leave will be recorded as sick leave. In cases involving a certified illness the University may require a second opinion as to the employee’s illness from another mutually agreeable and legally qualified medical practitioner (with the understanding that in the event an of a second opinion other than the University’s Medical Director the employee has no entitlement leftis responsible for any fees).
16.08 Medical and dental appointments should be made outside normal working hours whenever possible. When this is not possible, she/he the employees may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.two
Appears in 4 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying A. Accumulated paid sick leave credit is to be used for the provisions sole purpose of protecting the employee’s wages in the event absence is made necessary because of disability due to non-industrial injury or illness of the employee, or illness of the employee's immediate family. For the purposes of this clause article, immediate family is defined pursuant to the parties note:
(a) On appointment to a DHB, a fulltime employee shall Family and Medical Leave Act. Sick Leave may not be entitled to ten (10) working days leave used for sick or domestic purposes during the first twelve months of employment, and up absences due to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees industrial injury or illness except as follows: in the event an employee sustains an industrial injury or illness that a part time employee shall receive no fewer than five (5) working days sick requires an absence beyond the one year of paid leave for the first twelve months of employment afforded by Labor Code 4850 and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leaveit appears, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of medical evidence, that the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and return to full duty within a reasonable time frame, they may be granted an exemption to the non-industrial causation requirement of this section. This determination will be allocated sick leave made by the City Manager on the advice of the Fire Chief, Director of Human Resources, and the Risk Manager, based on 18.1 (a).
(c) The the medical evidence. If this exemption is granted and the employee shall be paid at relevant daily pay as prescribed in fails to return to full duty for any reason other than the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇disabling condition, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation pay back to the City all salary and benefits provided and accrued during the exemption period if it is determined that the employee and in is intentionally attempting to defer their retirement beyond the quickest time possible, taking into account the following: • The employee’s length one year of service • The employee’s attendance record • The consequence of not providing the paid leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested afforded by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leaveLabor Code Section 4850. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where When an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s caresick leave, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall any type of outside employment will not be a charge against permitted. The clear intent of this section is to prevent (except in very unusual cases) an employee from deferring his or her retirement beyond the one year of paid leave afforded by Labor Code 4850.
B. Members of represented classifications assigned to the Fire Suppression Division will accumulate sick leave at the rate of 5.15 working hours for each biweekly pay period of service.
C. Members of represented classifications assigned to divisions other than Fire Suppression will accumulate sick leave at the rate of 3.68 working hours for each biweekly pay period of service (96 hours annually).
D. Unused sick leave may be accumulated in an unlimited amount but the City shall have no financial obligation to pay for such accumulated and unused sick leave upon termination from the City for any reason provided, however, this subsection does not abrogate the employee’s 's right to have all unused accumulated sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up credited to a maximum his/her service credits under PERS upon retirement or any rights provided under Section 7 below. In calculating the number of 260 days. Any days of service credits under PERS, unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and accumulated sick leave hours will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇divided by 8.0.
Appears in 4 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
Sick Leave. 18.1 In applying 13.1.1 Sick Leave utilization shall be for an employee’s own physical and mental disability absences which are medically necessary and caused by illness, injury, maternity disability or quarantine.
13.1.2 For purposes of sick leave, full-time means an employee working five (5) days per week for twelve (12) months per calendar year shall be annually entitled to twelve (12) days of leave of absence for the provisions purpose of sick leave utilization. An employee covered by this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Agreement working less than full- time shall be entitled to ten (10) sick leave in the same ratio that their employment bears to full-time employment.
13.1.3 An employee, covered by this Agreement, working less than a full calendar year shall be annually entitled to the following days of leave for purposes of sick leave utilization: Number of Work Days (excluding vacation and holidays) based on yearly calendar submitted by program supervisor Sick Leave Earned 227 - 246 work days 12 days Additional work submitted on a time sheet is excluded for purposes of calculating sick leave. Sick leave under 13.1.2 and 13.1.3 is accumulated annually, without limit.
13.1.4 Unit employees working summer school will receive one (1) additional day of sick leave in July.
13.1.5 Employees, upon initial employment, shall be eligible to take not more than six (6) days, or domestic purposes during the proportionate amount of sick leave to which they are entitled, until the first twelve day of the calendar month following six (6) months of service. An employee who uses more than six (6) days of sick leave in the first six (6) months of employment will be docked a full day’s pay for each additional day of absence. Once the employee completes six (6) months of employment, and up he/she will be eligible to an additional ten use the remainder of his/her sick leave.
13.1.6 The Office reserves the right to require verification of any period of leave taken because of illness or injury upon probable cause for such verification. Prior written notice of the requirement shall be given the employee.
13.1.7 Regular classified employees shall once a year be credited with a total of not less than one hundred (10100) working days of paid sick leave, including sick leave days to which he/she is entitled as set forth in section 13.1.2 and 13.1.3, above. When such employee is absent from his/her duties on account of his/her own illness or accident for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five period of one hundred (5100) working days sick leave for or less, whether or not the first twelve months absence arises out of or in the course of employment and a minimum of five the employee, the employee shall be compensated at not less than fifty percent (550%) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateregular salary.
13.1.7.1 Employees will first use accumulated sick leave to receive full pay for absences charged to sick leave.
13.1.7.2 Upon exhaustion of accumulated sick leave, employees will be paid 50% of their salary for the remainder of the one hundred (b100) Employees days.
13.1.7.3 The paid sick leave authorized under this section shall be exclusive of any other paid leave, holidays, vacation or compensating time to which the employee may be entitled. This one hundred (100) work days of leave is not cumulative.
13.1.8 An employee who move between DHBs will take their leaves employment with the Office and does not complete a given year of service shall be charged for any unearned sick leave (as granted in 13.1.2 and 13.1.3) used as of the last date of employment. The used, but not accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support deducted from the employee’s claimfinal payroll warrant.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 6.1.1 Eligible support staff will be granted 15 days of sick leave annually. Sick leave will be calculated by the provisions hour, based on each employee’s standard work day. For example, an employee with a standard work day of this clause the parties note:7 hours will be granted 7 x 15 = 105 sick hours/year. The maximum accrual of sick time is reflected by bargaining unit in Appendix B.
(a) On appointment to a DHB, a fulltime employee shall 6.1.2 Sick leave will be entitled to ten (10) working days leave for sick or domestic purposes prorated during the employee’s first twelve months year of service so they may access one month’s worth of their annual sick leave allocation for each month they work; except that in the first month of employment, and up the accrual will be prorated based on the number of days worked in that month. For example, the support staff employee referenced above who earns 105 sick hours/year, shall have access to an additional ten (10) working days for 8.75 hours of sick leave each subsequent twelve month period. The entitlement shall be pro-rated for part time employees during their first year of service; except that a part the accrual in the first month of employment would be prorated based on the number of days worked in that month. If the sick time is not used during each month worked in the first year of service, it will be banked for employee use when needed.
6.1.3 The following administrative provisions shall receive no fewer than five (5) working days apply uniformly to employees:
A. Any consecutive use of sick leave for the first twelve months of employment and a minimum in excess of five (5) additional working days, or a suspected abuse of sick leave including but not limited to frequent use or a pattern of absences, will require that the employee provide medical certification by the attending physician for the days of absence in question. In the case of extended or frequent absence, the Administration may also require an employee to furnish medical certification of the ability to return to work and perform the job tasks with or without restrictions. The Administration may also seek a second opinion of an employee’s need for each subsequent twelve month periodextended or frequent absence due to a medical condition. From 1 March 2012 where In this case the employee and the Administration will jointly select the certifying physician and the employee will cooperate fully in this effort. The cost associated with rendering a part-time second opinion will be borne by the respective Board.
B. An employee who is unable to work because of personal illness or disability and who has used her/his exhausted all sick leave may be granted a leave of absence without pay for up to one (1) year at the discretion of the Superintendent.
C. Employees may use accrued sick leave for the following purposes:
(1) Employee’s personal use of sick leave: bona fide illness or disability and related medical appointments which are made due to illness, on a case-by-case basisdisability, a calculation comparing actual or physical and/or psychological conditions. Employees who work more than 30 hours versus contracted hours will be done and if additional per week may also use sick leave is the result, it will for preventive or regular medical and dental checkups and to attend to other routine health matters which cannot be granted. Calculation is based on the anniversary scheduled outside of the employee’s start date.
regularly scheduled work day; the parties agree that employees should avoid scheduling such routine matters during the work day except under extenuating circumstances. Notwithstanding any other provision of this Agreement, employees affected by a long term illness or disability shall make a timely application for coverage under the District’s group long term disability (bLTD) Employees who move between DHBs will take their accrued plan, and may utilize only such sick leave balance with them. Future annual sick leave entitlement will be on as is necessary to satisfy the date 60-day elimination period of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested LTD plan unless waived by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancesuperintendent.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 4 contracts
Sources: Joint Support Staff Master Agreement, Joint Support Staff Master Agreement, Joint Support Staff Master Agreement
Sick Leave. 18.1 In applying Sick Leave utilization shall be for an employee’s own physical and mental disability absences which are medically necessary and caused by illness, injury, maternity disability or quarantine.
12.4.1 An employee working full-time shall be annually entitled to twelve (12) days of leave of absence for the provisions purpose of this clause the parties note:
(a) On appointment to a DHB, a fulltime sick leave utilization. An employee working less than full- time shall be entitled to ten sick leave in the same ratio that his/her employment bears to full- time employment. Additional work submitted on a supplemental basis is excluded for purposes of calculating sick leave.
12.4.2 If an employee does not take the full amount of leave allowed in any year under this Section, the amount not taken shall be accumulated from year to year without limit.
12.4.3 Employees, upon initial employment, shall be eligible to take not more than six (106) working days or the proportionate amount of sick leave for sick or domestic purposes during to which they are entitled, until the first twelve day of the calendar month following six (6) months of service. An employee who uses more than six (6) days of sick leave in the first six (6) months of employment will be docked a full day’s pay for each additional day of absence. Once the employee completes six (6) months of employment, and up he/she will be eligible to an additional ten use the remainder of his/her sick leave.
12.4.4 The Office reserves the right to require verification of any period of leave taken because of illness or injury upon probable cause for such verification. Prior notice of the requirement shall be given to the employee.
12.4.5 An employee who leaves employment with the Office prior to completion of a given year of service shall be charged for any used but unearned sick leave (10as granted in 12.4.1) used as of the date of termination.
12.4.6 Regular classified employees shall once a year credited with a total of not less than one hundred (100) working days of paid sick leave, including sick leave days to which he/she is entitled as set forth in section 12.4.1 above. When such employee is absent from his/her duties on account of his/her own illness or accident for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five period of one hundred (5100) working days sick leave for or less, whether or not the first twelve months absence arises out of or in the course of employment and a minimum of five the employee, the employee shall be compensated at not less than fifty percent (550%) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateregular salary.
(b) 12.4.6.1 Employees who move between DHBs will take their accrued first use accumulated sick leave balance with them. Future annual to receive full pay for absences charged to sick leave entitlement leave.
12.4.6.2 Upon exhaustion of accumulated sick leave, employees will be on the date paid fifty percent (50%) of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, salary for the first five days in each twelve month period. Thereafter they shall be paid at remainder of the ordinary rates of pay one hundred (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d100) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 4 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions 4.01.1 Each person who is employed by any Board of Education in this clause the parties note:
(a) On appointment to a DHB, a fulltime employee state shall be entitled to fifteen (15) days sick leave with pay, for each year under contract, which shall be credited at the rate of one and one-fourth (1-1/4) days per month. Teachers may use sick leave for absences due to personal illness, disability or illness due to pregnancy, injury, exposure to contagious disease which could be communicated to others, and for absence due to illness, pregnancy, injury, or death in the employee’s immediate family. Accumulated sick leave shall be unlimited. The previously accumulated sick leave of a person who has been separated from public service shall be credited upon employment in this school district provided that such employment takes place within ten (10) working days leave for sick or domestic purposes during years of the first twelve months date of employment, and up the last termination from public service. A teacher who transfers from one public agency to an additional ten (10) working days for each subsequent twelve month period. The entitlement another shall be procredited with the unused balance of his/her accumulated sick leave. In the absence of medical complications, the maximum amount of sick leave that may be used for post delivery purposes is sixty (60) workdays. Days used subsequent to delivery shall count toward the annual FMLA allowance.
4.01.2 Teachers who render part-rated for part time employees except that a part time employee time, seasonal, intermittent, per diem, or hourly service shall receive no fewer than five (5) working days be entitled to sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodtime actually worked at the same hourly rate as that granted full-time employees. From 1 March 2012 where When a part-time employee has used herteacher is assigned a full-time position, sick leave days accumulated on a part-time basis shall be converted into full-time sick leave days by dividing the total hours accumulated for the part-time days by the number of hours to be worked daily in the full-time position.
4.01.3 Sick leave will be entered on the district electronic leave system. Sick leave may be taken only in ½ day or full day increments.
4.01.4 Falsification of a statement for either sick leave or personal leave is grounds for suspension or termination. The Superintendent shall determine the severity of the length of the suspension without pay; or the Superintendent may recommend termination of contract. The teacher may request a just cause hearing pursuant to the grievance procedure contained in this agreement. If the grievance procedure is utilized, it will begin at the Board level.
4.01.5 The term, employee's immediate family, is defined as the employee's spouse, significant other living in the same household or a fiancé/his fiancée, parents, parents-in-law, grandparents, siblings, children, daughter/son-in-law, step- children and grandchildren. The term also includes other relatives domiciled in the employee's household.
4.01.6 A teacher shall be granted an advancement of up to fifteen (15) days sick leave, on a case-by-case basisif needed, a calculation comparing actual hours versus contracted hours will be done and if additional provided that at the time of such advancement there are at least two (2) remaining pay periods for such teacher in the school year in which such advancement is applied for. If the teacher leaves the Chardon School system before the advanced days are accumulated, the Board shall deduct the appropriate amount from the teacher's last check or last two checks as required.
4.01.7 Unused accumulated sick leave is days shall be reported to each teacher by the result, it will be granted. Calculation is based on the anniversary Treasurer of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid Board at the ordinary rates beginning of pay (T1 rate only). A medical certificate may be required to support the employee’s claimeach semester.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 4 contracts
Sources: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Sick Leave. 18.1 In applying 1. Sick leave shall be granted, without loss of pay, to all full-time employees, who are unable to work because of illness or injury, except an injury which is incurred in gainful employment or self-employment other than as an employee of the provisions Committee. Employees, who are employed in positions which have a work year consisting of this clause ten (10) months, shall accrue sick leave at the parties note:
rate of one and one-quarter (a1 1/4) On appointment days for each month of actual work performed for a total of twelve (12) days per year. Sick leave shall be cumulative from one year to the next, subject to a DHBmaximum accumulation of one hundred and seventy-five (175) days. Each employee will be given by September Fifteenth of each year a written statement of the accumulated sick leave days the employee has to his/her credit, Employees hired after July 1, 2008 will not be eligible for sick leave buy-back.
2. Each part-time employee who works a fulltime employee regularly scheduled workweek shall be entitled to ten (10) working days receive pro rata sick leave prorated on the basis of the regular workweek established in Article V of this Agreement.
3. An employee may be granted sick leave in excess of the amount which shall have accrued to their credit. Requests for such advanced sick leave shall be submitted to the Superintendent for his approval. If the employment of an employee who has been granted advanced sick leave shall be terminated before the full amount of such advanced sick leave shall be earned, the amount of compensation owed shall be deducted from the employee’s final pay check. The disapproval of any such request for advanced sick leave shall not be subject to the Grievance Procedure provided for in this Agreement.
4. Employees shall give notification to the office of the Superintendent as soon as possible after the beginning of any illness or the occurrence of any injury which prevents them from reporting for work. Employees may be required to submit medical certificates in support of requests for sick leave. Medical certification may be requested in any of the following circumstances:
a. When an employee has been out for 3 or domestic purposes during the first twelve months more consecutive days.
b. When an employee is out immediately preceding or following a holiday or break period.
c. In any case after an employee has been notified in writing that they are suspected of employment, and up to an additional ten (10) working days for each subsequent twelve month periodsick leave abuse. The entitlement Such notification shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (based on the judgment of the District and not subject to the grievance or arbitration procedures.
5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a partA full-time employee has used her/his sick leavewho is unable to work because of an occupational injury, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave which is incurred in the result, it will be granted. Calculation is based on the anniversary course of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on employment by the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more Committee and who are not involved in midwifery-related activitieswhich is compensable under the Massachusetts Workers' Compensation Law, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇shall, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support upon the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation written request to the employee and in the quickest time possibleSuperintendent, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited receive as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementemployee the amount the employee receives as workers' compensation.
(i) Employees can accumulate their entitlement 6. An employee may utilize up to twelve (12) days per year of their sick leave in the event of a maximum serious illness of 260 daystheir children, stepchildren, grandchildren, parents, or spouse, per school year. Any unused portion This provision shall also apply to any other relative or any other person residing in the same household of the first employee. The Superintendent may request medical certification, after three (3) days, to support a request for such paid family leave. The medical certification must set forth: the date on which the serious health condition commenced; the probable duration of the condition; and, the appropriate medical facts within the knowledge of the health care provider regarding the condition.
7. Each employee hired before July 1, 2008 who retires after the completion of twenty (20) continuous years shall for the purpose of retirement buy back the following sick time: Days #1-50 will be at twenty-five (25) dollars per day or $1250.00 and Days #51-100 will be at forty (40) dollars per days entitlement, or $2000.00 for a total up to a maximum 100 days of 15 days, can be carried over from year to year and $3250.00 This benefit will be paid at relevant daily rateprovided to the estate of the employee if death precedes retirement after twenty (20) years. This contract makes no provisions for sick leave buy back for employees hired after July 1, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇2008. New employees may earn up to 180 days.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 20.01 Pay for sick leave is granted for the sole and exclusive purpose of protecting employees against loss of income during periods of legitimate illness and shall be granted on the following basis: In applying determining eligibility for sick leave hereunder, the provisions Employer shall take into consideration other than purely physical illnesses such as severe stress, anxiety or psychological exhaustion resulting directly from an employee's performance of this clause the parties note:job duties.
(a) On appointment Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per calendar month of active employment for all full-time employees covered by this Collective Agreement to a DHB, a fulltime employee shall be entitled to ten maximum accumulation of one hundred (10100) working days regardless of service. Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per calendar month of active employment on a prorated for sick or domestic purposes during the first twelve months all permanent part-time employees covered by this Collective Agreement to a maximum accumulation of employment, and up to an additional ten one hundred (10100) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary prorated basis regardless of the employee’s start dateservice.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will All permanent employees shall be credited on the date of their anniversary when they received their last allocation hire, in addition to (a) above, with five (5) days of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwiferycredit, prorated for permanent part-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)time employees.
(c) The employee All full-time and permanent part-time employees who have completed three (3) calendar months' continuous service and all new employees who complete three (3) calendar months' continuous service shall, in addition to the foregoing, be entitled to sick leave credits at 66 2/3% of their regular straight time salary for a period not to exceed one hundred (100) days. It is understood, however, that any sick leave under (a) and (b) above, shall first be paid at relevant daily pay as prescribed in exhausted and deducted from the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay one hundred (T1 rate only). A medical certificate may be required to support the employee’s claim100) day maximum.
(d) In the event A full-time and a permanent part-time employee returning to work following an employee has no entitlement left, she/he may illness shall retain any unused sick leave credits and resume accumulation under Subsection (a) above; additional sick leave credits as provided under (c) above shall again be granted an additional 10 days per annum. In considering the grant available on completion of leave under this clause the employer shall recognise that discretionary sick and domestic leave is one (1) calendar month's continuous service following a return to ensure the provision of reasonable support to staff having to be absent work from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstancesillness.
(e) Reasons for Sick leave credits provided herein shall continue to accumulate during an employee's illness up to the month the employee goes on to Long Term Disability, provided the employee is covered under such plan, otherwise to a refusal shall, when requested by limit of three (3) months following the employee, be given in writing and before refusing a request, commencement of any illness. It is understood sick leave is not payable during the decision maker period an employee is expected to seek appropriate guidancereceiving benefits under the Long Term Disability Plan.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up Full-time employees regularly employed for more than twenty-four (24) hours but less than full-time shall be entitled to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, sick leave in accordance with all of the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇foregoing provisions prorated in the proportion that their regularly scheduled hours of work bear to the full-time hours of work for employees in their classification; such proration shall apply only to the rate of accumulation.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying 13.1 Employees, during each twelve (12) months following their last date of employment, (after the provisions first and each succeeding year of this clause continuous employment with the parties note:
(aEmployer) On appointment to a DHB, a fulltime employee shall be entitled as set forth below to ten paid sick leave at their current regular straight-time hourly rate for bona fide illness or injury-off-the job.
13.2 Sick leave shall be accrued by an employee depending upon the number of straight-time hours worked by the employee with the Employer in each twelve (1012) months as follows: 1248 to 1679 24 1680 to 1999 32 2000 or more 40
13.3 Sick leave pay, to the extent it has been earned, shall begin on the third (3rd) normally scheduled working days day of illness or injury-off-the job or the first (1st) normally scheduled working day, if the employee is hospitalized on such first (1st) normally scheduling work day, shall continue for each normally scheduled working day of illness thereafter or if the employee has a full sick leave for sick or domestic purposes bank (160 hours), and shall be in an amount per day equal to the average number of straight-time hours worked per day by the employee during the first past twelve months (12) months; provided 1) the daily total of employment, sick leave pay under this Article and disability payments provided by the Health and Welfare Plan shall not exceed the current regular straight-time rate for the employee's average hours up to an additional ten eight (108) hours per day; and 2) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer not more than five (5) working days sick leave for pay shall be required in any one workweek. For the first twelve months purposes of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leavethis Article, on a case-by-case basis, a calculation comparing actual hours versus contracted hours disabling outpatient surgery will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datetreated as hospitalization.
(b) Employees who move between DHBs will take their accrued sick 13.4 Sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee pay shall be paid at relevant daily pay as prescribed in the ▇▇▇▇cumulative from year to year, but not to exceed a maximum of one hundred and sixty (160) hours. ▇▇▇▇ ▇▇▇ ▇▇▇▇, for leave pay must be earned by employment with the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates Employer.
13.5 A Doctor's certificate or other authoritative verification of pay (T1 rate only). A medical certificate illness may be required by the Employer and, if so, must be presented by the employee not more than forty-eight (48) hours after return to support work. If the employee is absent more than two (2) scheduled days, such verification must be presented prior to the employee’s claim's return to work, provided the Employer has given reasonable advance notice.
13.5.1 The Employer agrees it will not automatically require doctor’s notes when employees call in sick.
13.6 Any employee found to have abused sick leave benefits by falsification or misrepresentation shall thereupon be subject to disciplinary action, reduction or elimination of sick leave benefits (dincluding accumulated sick leave) In and shall further restore to the event company amounts paid to such employee for the period of such absence, or may be discharged by the company for such falsification or misrepresentation.
13.7 Sick leave may be used to supplement Worker's Compensation to the extent it has been accumulated; however, the total of sick leave pay, disability payment under any insurance plan, and Worker's Compensation benefits paid to an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering in any calendar week shall not exceed the grant average earnings of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in for the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
six (e6) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected work weeks prior to seek appropriate guidancehis/her absence.
(f) 13.8 Family Leave granted under this provision may - Employees shall be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated permitted family leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with RCW 49.12 on the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇same terms and conditions (including eligibility requirements) as provided in Sections 13.1 through 13.8 above.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 An employee in a Trainee, Apprentice, Learner, Provisional, or Status appointment will accrue Sick Leave without limit at the rate of .0462 hours for each hour, exclusive of overtime, that he/she/they is in pay status. Accumulated sick leave may be used for illness of, injury to, or need to obtain medical or dental consultation for the staff member, the staff member's spouse, children, parent, or members of the household. A staff member may use sick leave for pregnancy. During the 12-month period immediately following the adoption or birth of a child, sick leave may be used for a period of time, not to exceed twelve weeks, to care for that child. (Refer to Rule 11.07, Family and Medical Leave, for the definition of "parent" and "child"). Any ▇▇▇▇ Leave earned on January 1, 1984 and thereafter must be utilized in full prior to the utilization of any pre-January 1, 1984 accumulation. An employee who separates from the University in good standing and returns to employment within two (2) years shall have his/her/their former accrued and non-compensated ▇▇▇▇ Leave restored. Illinois statute (30 ILCS 105/14a) provides certain employees may be eligible to receive compensation at the time of their resignation, retirement, death or other termination of University employment for one-half (½) of their unused sick leave accrued on or after January 1, 1984 and before January 1, 1998. ▇▇▇▇ leave accumulated on or after January 1, 1998 is not compensable, but may be used to establish retirement system service credit as provided in the Illinois Pension Code. The President may issue rules for the administration of Sick Leave and provisions of Public Act 83976 as the President determines to be in the interest of the University. An employee who will be absent from work must notify the appropriate University supervisor or the supervisor’s designee before the start of the next work shift. If the employee anticipates that the absence will exceed one (1) work day, the employee shall notify the supervisor or the supervisor’s designee of the anticipated length of the absence so as to allow the University time to reassign specific duties during the employee’s absence. Employees who are approved by a designated representative of the University or department for a specific period of time for use of sick leave, shall not be required to call in every day. In applying order to ensure compliance with the Americans with Disabilities Act (“ADA”), the Family and Medical Leave Act (“FMLA”), workers’ compensation statutes, and similar statutes, the University reserves the right to request and collect relevant medical information from an employee or that employee’s physician in a manner that is authorized by and consistent with the provisions of those statutes. Accordingly, it may be necessary at times for the University (including supervisory personnel) to request and obtain medical information about an employee to determine whether that employee is disabled within the meaning of the ADA, whether a reasonable accommodation exists for a disabled employee, whether the employee has a serious health condition within the meaning of the FMLA, whether the employee has sustained a compensable injury, and so forth. Any medical information obtained regarding an employee will be kept confidential and will not be disclosed except to the extent permitted or required under the relevant statutes or an administrative or judicial order. Failure to make this clause notification to the parties note:
appropriate supervisor or his/her/their designee may disallow the use of Sick Leave. An employee must receive approval from his/her/their supervisor to charge absence with pay against his/her/their accumulated ▇▇▇▇ Leave. The employee's supervisor may require the employee to provide evidence to substantiate the reason for the absence, including a physician's certificate, if the absence exceeds three (a3) On appointment consecutive work days or if the supervisor has sufficient justification to believe that the employee does not have a DHBvalid reason for requesting Sick Leave. An employee who requests or is on extended leave for illness, injury, or disability including maternity may be required to visit a fulltime health care provider or provide a medical opinion acceptable to management for the purpose of supporting the leave, its continuance, or the employee’s ability to return to work. Accrued sick leave cannot be used for purpose of vacation. Whenever an employee is unable to report to work as scheduled for any reason, the employee shall be entitled responsible for notifying his or her department at least one (1) hour prior to ten (10) working days leave the start of the shift in accordance with the call-in procedures for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month periodthat department. The entitlement shall parties recognize that voicemail is not proper notification. The department will ensure that all employees are informed in writing of the call-in procedures that must be pro-rated for part time followed. The University recognizes that, in certain unexpected emergency situations, employees except may be unable to notify their department in advance that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours they will be done and if additional sick leave is unable to work. In such emergency situations, the result, it employee will be granted. Calculation is based on expected either to arrange for someone else to notify the anniversary of department in advance that the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement employee will be on unable to work or to contact the date of their anniversary when department themselves as soon as possible thereafter. If an employee recognizes in advance that they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and attend work as scheduled, but will be allocated sick leave based on 18.1 unable to adhere to the regular call-in procedures (abecause, for example, the employee will be undergoing a medical procedure at the time that they normally should be calling in).
, the employee may contact the department in advance by contacting and speaking by telephone with a designated member of the department’s management. Where it is anticipated that the absence will be for more than one (c1) The day, the employee shall notify the supervisor of the anticipated length of the absence to allow time to reassign specific duties during the employee's absence. Failure to make this notification to the appropriate supervisor or his/her/their designee may disallow the use of Sick Leave. Employees will be paid given the option of using any accumulated and unused Vacation and Personal Leave in lieu of an approved leave of absence without pay. Use of any accrued benefits must be on a continuous basis (not intermittent) to extend the employee's regular percent time appointment. To ensure consistent and uniform application of policy in granting Sick Leave, supervisors and employees are encouraged to seek advice from the appropriate Illinois Human Resources staff. Adjustments to the rate and/or method of Sick Leave accrual will be made at relevant daily pay any time that an employee's working conditions are changed so as prescribed to provide equal treatment in accordance with University policy for civil service employees. When an employee moves to a workweek of a different length, such as to a thirty seven and one-half (37½) hour week from a forty (40) hour week, his/her/their Sick Leave accrual will be converted from hours to days and reconverted to hours under the ▇▇▇▇new workweek schedule. An employee with a part-time appointment may use his/her/their accumulated ▇▇▇▇ ▇▇▇ ▇▇▇▇, Leave for the first five days reasons set forth in each twelve month periodPolicy 10 during any workweek for his/her/their hours of absence. Thereafter they shall be paid at However, the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to actual hours worked by the employee and in during the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of workweek plus his/her/their Sick Leave usage cannot providing the leave • Any unusual and/or extenuating circumstances
exceed his/her/their benefit rate (epercent time) Reasons for a refusal shall, when requested multiplied by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion full-time work schedule of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.class. (See Policy 10)
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled earned at the rate of 3.7 hours per completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be continued only for those employees regularly scheduled to ten work in excess of forty (1040) working days hours per week and only for as long as they are so scheduled. Sick leave for sick or domestic purposes during shall be earned from the first twelve months employee's date of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement Sick leave credit shall be pro-rated earned for part time employees except that a part time any pay period in which the employee shall receive no fewer than has been in pay status for five (5) working days or more workdays or forty (40) hours. A part-time or intermittent employee shall earn sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where as follows: a part-time or intermittent employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual shall earn .04625 hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHBfor each hour in pay status per two-week pay period. Employees who move to another DHB after a break of 3 months or more and who are not involved For part-time employees, "hours in midwifery-related activities, will not pay status" shall be able to take their an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 daysnine hundred sixty (960) hours. However, the amount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the maximum accumulation of sick leave and the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to his/her credit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources at his/her discretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee.
(g) At the employer’s discretion, an employee 2. Sick leave may be granted further anticipated sick used for illness, necessary medical or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients dental care, or other staff disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the employer’s carespouse or significant other, the employer mayparents of the spouse or significant other, at its discretionthe children of the spouse or significant other, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s sick common welfare, there are significant shared financial obligations, and domestic leave entitlementthey must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months before benefits under this Article may be provided.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to 1. Employees who are employed on a DHB, a fulltime employee regularly scheduled basis shall be entitled to ten sick pay on account of sickness at a rate equivalent to one (101) working days day, based upon the employee’s scheduled work. The use of sick pay shall be limited to personal illness of the employee, including medical or dental appointments. Sick leave for may be taken in half day or whole day increments. When sick leave is taken in a half-day increment and the employee is scheduled to work less than the daily minimum, the amount of the leave shall be equal to half of the employee’s daily minimum hours. If the employee is scheduled to work equal to or domestic purposes during more hours than the first twelve months daily minimum, a half-day of sick leave shall be equal to the actual duration of the scheduled route.
2. Employees who have completed one (1) full year of service with the District shall be accredited with the equivalent annual sick leave at the beginning of each fiscal or school year. Such advance credit is based upon one (1) day per month worked. If an employee uses the advance credit in excess of that which would be normal accrual and terminates employment, the District shall be entitled to recover from the employee’s final paycheck, an amount of money equal to the amount paid for overused sick leave. Other employees shall be credited at the rate of one (1) day for each month worked. Employees working fifty percent (50%) of the month or more shall be accredited with a full day’s sick leave. Accrual of sick pay shall continue during any period of absence covered by earned vacation time.
3. Sick leave days may be accumulated by employees only if not used in the year for which granted. Total sick leave which can be accumulated shall be unlimited.
4. When an employee has exhausted their accumulated sick leave credits, they shall be entitled, in the event of illness, to receive one (1) day for each year of service at two-thirds (2/3) of their daily rate of pay. Such additional allowance shall not accumulate and each year’s allowance may only be used once.
5. Employees shall not be credited with any sick leave days with respect to periods during which they are on leave on absence from work for the District of more than one (1) month duration; their accumulated sick leave shall not be charged with days of sickness during such leave; and they shall not be paid for days of illness during such leave except when the illness or injury is the factor which entitled the employee to the leave in question.
6. Employees who are absent five (5) consecutive days or more in a fiscal year, based upon the employee's work schedule, must submit a physician's statement upon return to work. Subsequently, the District may require a physician’s statement after three (3) consecutive days absence, prior to returning to work. The District will reimburse employees for reasonable costs incurred as a result of the requirement to obtain a physician’s statement, including lost wages, co-payments, and deductibles. The District will not be responsible for the employee’s out-of-pocket costs for diagnosis or treatment of any medical condition.
7. The District will maintain a Sick Leave Bank, for which the ATU may solicit voluntary contributions from employees of up to seven hundred and fifty (750) hours per year for use by employees who have exhausted their sick leave. Effective September 1, 2020 the maximum number of hours in the Sick Leave Bank will increase to eight hundred (800) hours per year. Effective September 1, 2021, the maximum number of hours in the Sick Leave Bank will increase to eight hundred fifty (850) hours per year The guidelines for use of the Sick Leave Bank will be jointly developed by the District and the ATU which will include the following:
I. Use of hours from the Bank shall only be approved in case of critical illness or injury of an additional ten (10) working days for each subsequent twelve month periodemployee;
II. The entitlement shall employee must have exhausted all of their accumulated sick leave and vacation hours;
III. To be pro-rated eligible, an employee must have been employed by the District for part time employees except that a part time employee shall receive no fewer two (2) years or more;
IV. Request for use of the Sick Leave Bank will be jointly approved by the ATU and the District. Requests of less than five (5) working days sick leave or more than twenty (20) days will not be considered;
V. The Sick Leave Bank will not be used in association with a worker's compensation claim;
VI. Employees' contribution to the Bank shall be for the first twelve months of employment and a minimum of five not less than four (54) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datenor more than one hundred (100) hours.
(b) VII. Employees who move between DHBs will take their accrued retire or resign may sign over any remaining sick leave balance with them. Future annual sick leave entitlement will be on provided such contribution does not exceed the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved maximum hours in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)the Sick Leave bank as established in this Section.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period8. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where When an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s carelaid off, the employer mayaccumulated sick leave will be frozen, at its discretion, either: • Place if the employee on suitable alternative duties; or • Direct the employee to take is recalled from layoff, such sick leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇reinstated for that employee.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month periodSection 1. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a partEach regular full-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional covered hereby shall earn sick leave is credits at the result, it will be grantedrate of four and one-half (4.5) hours with pay for each completed bi-weekly payroll period of active employment. Calculation is based on Each regular full-time employee promoted into a supervisory position after the anniversary execution of this Agreement shall earn sick leave credits at the employee’s start daterate of four (4.0) hours with pay for each completed bi-weekly payroll period of active employment.
(b) Employees who move between DHBs will take their accrued Section 2. Unused sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee credits shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up cumulative to a maximum of 5 days.1,920
(g) At Section 3. An employee eligible for sick leave may use such leave upon approval of the employer’s discretionSheriff for absence due to illness, an employee may be granted further anticipated sick injury, exposure to contagious disease or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff death in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate's immediate family, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇applicable provisions contained in Article 26. An employee taking sick leave shall inform his/her immediate supervisor of the fact and reason therefore within the first one-half (1/2) hour of the regular shift of said employee. Failure to do so may cause the denial of pay for the period of the absence, and/or discipline. The Sheriff may require proof of medical treatment when he/she deems it appropriate.
Section 4. Absence for a fraction or a part of a day that is chargeable to sick leave in accordance with these provisions shall be charged proportionately in an amount no smaller than one hour.
Section 5. Upon resignation or dismissal from County Service, all sick leave credits shall be canceled and shall not be paid for, and shall not be reinstated if said person is re-employed, unless ordered by a court pursuant to a Veterans Preference Hearing.
Section 6. Upon retirement or death of the employee, accumulated sick leave credits shall be compensated for on the basis of one-half (1/2) of accumulated unused sick leave and paid at the employee's current rate of pay, not to exceed eight hundred (800) hours.
Section 7. Each employee covered by this Agreement will be allowed twenty- four (24) hours with pay, which will be taken from their accumulated sick leave credits, which can be used for the purpose of attending to or caring for personal matters. Prior approval must be obtained from the Sheriff for the days requested.
Section 8. Annual Cash-Out Option. An employee, who so elects in writing, shall be paid for one-half (1/2) of the balance of the sick leave credit earned but unused during the preceding twelve (12) month period, at the base rate of compensation in place at the end of the sick pay year, to a maximum of forty (40) hours. The remainder of the employee's sick leave balance shall accumulate as set forth in Section 2 of this article. When payment option is selected by an employee, said payment shall be no later than June 30 of that particular year.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying A. All ten-month employees of the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Salem City School District shall be entitled to ten (10) working days sick leave for sick or domestic purposes during the first twelve months of employmentdays, and up to an additional ten (10) working days for each subsequent twelve eleven-month period. The entitlement employees shall be proentitled to eleven (11) days and twelve-rated month employees shall be entitled to twelve (12) days as of the official first day of said school year whether or not they report for part time employees except duty on that a part time employee shall receive no fewer than five (5) working days day. Sick leave allotment will be prorated based on date of hire. Sick leave allotment will be prorated upon separation from employment. Unused sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leaveshall be accumulated from year to year with no maximum limit.
B. Effective 3/28/2018, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional previously accumulated unused sick leave is days earned in the result, it Salem City School District will not be granted. Calculation is based on the anniversary of the employee’s start daterestored to employees returning to said school district.
(b) Employees C. Certified Staff who move between DHBs will take their accrued have accumulated 100 or fewer unused sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave days at their previous DHBretirement shall, upon retirement, receive payment for all such accumulated sick days at the rate of $50.00 per day. Employees who move to another DHB after a break of 3 months have accumulated 101 or more and who are not involved unused sick days at their retirement shall, upon retirement, receive payment for all such accumulated sick days at the rate of $70.00 per day.
D. All other employees covered by this agreement with at least five years of experience in midwifery-related activities, will not be able to take their the district shall receive the following monies for unused sick leave balance with them and will be allocated sick leave based on 18.1 days; fifty (a)50) days or less $30.00 per day, fifty-one (51) or more $40.00 per day.
(c) E. The employee retirement bonus in Section C, shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇any time after actual retirement, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 but within 60 days.
(g) At the employer’s discretionF. The retirement bonus in section C, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave above shall not be a charge against the employee’s sick and domestic leave entitlementconsidered part of base salary for pension purposes.
G. Twelve-month employees shall receive an accounting of sick days as of August 1 of each school year.
H. Support Staff Personnel (i) Employees can accumulate their entitlement up to a maximum of 260 daysClerical and Aides)
1. Any unused portion employee who is subject to RIF shall have all accumulated sick leave reinstated upon their reemployment in the district, provided it occurs within two years of the first five employees last regular workday. Any employee who voluntarily terminates his/her employment forfeits his/her right to have accumulated sick leave reinstated upon reemployment. This does not apply to any employee on approved leave.
2. Annual sick leave for part-time unit members shall be provided on a pro-rated basis on the respective percentage of full-time status based on 10 (ten) days entitlementfor a full-time employee.
3. Maximum bonus to support staff in D, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇above is $6,500.
Appears in 3 contracts
Sources: Negotiated Agreement, Negotiated Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 1. The purpose of sick leave utilization shall be physical and/or mental disabilities which make continued presence at work impracticable.
2. Full-time unit members will earn ten (10) days of leave of absence annually for illness or injury. Employees whose regular work year assignment is more than 184 days shall receive one (1) additional day of sick leave for each additional 18 days, or major fraction thereof (10 or more) worked. Employees shall receive full pay for sick days thus allowed in any school year, and the provisions number of this clause the parties note:
(a) On appointment days not used shall accumulate from year to a DHB, a fulltime year. Every employee who works less than full-time shall be entitled to ten (10) sick leave in the same ratio that his/her employment bears to full-time employment.
3. Any unused days of sick leave accumulated while employed in the K-12 program may be used by an employee working in an Adult Education contract assignment. Unused days of sick leave accumulated by a contract Adult Education teacher subsequently may be used by that teacher if he/she transfers to a K-12 position.
4. Allowable sick leave credit for any one school year need not be accrued prior to being taken by the employee during said year. An employee who terminates employment prior to earning sick or domestic purposes during leave taken in advance of accrual shall have the first twelve months of employmentappropriate amount deducted from his/her final check.
5. When absent on sick leave, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days full salary and benefits for that period of his/her absence covered by his/her current and accumulated sick leave.
a. As provided by Education Code Section 44977, during each school year, when a certificated employee has exhausted all available sick leave, including all accumulated sick leave and catastrophic leave to the extent available, and continues to be absent from his/her duties due to illness or injury, he/she shall be paid for the first twelve months of employment and a minimum maximum of five (5) additional working days for each subsequent twelve month periodmonths, whichever is the greatest between the following two options:
i) the difference between his/her salary and the amount that would be paid to the least expensive District substitute regardless of the amount earned by the substitute hired; or ii) 50% of his/her salary. From 1 March 2012 where a part-time employee has used her/his If no substitute is employed, the amount that would have been paid to the least expensive substitute shall be deducted from the employee’s salary. The sick leave, including accumulated sick leave and catastrophic leave to the extent available, and the five-month period shall run consecutively. An employee shall not be provided more than one five-month period per illness or injury. However, if a school year terminates before the five-month period is exhausted, the employee may take the balance of the five-month period in a subsequent school year.
b. As provided by Education Code Section 44977, when a certificated employee has exhausted all available fully-paid sick leave, including accumulated sick leave and catastrophic leave to the extent available, and continues to be absent due to illness or accident for a period beyond the five-month period provided pursuant to Education Code Section 44977, and the employee is not medically able to resume the duties of his/her position, the employee shall, if not placed in another position, be placed on a casereemployment list for a period of 24 months (if the employee is non-bytenured), or for a period of 39 months if the employee is tenured. When the employee is medically able, during the 24- or 39-case basismonth period, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The certificated employee shall be paid at relevant daily pay as prescribed returned to employment in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, a position for the first five days in each twelve which he or she is credentialed and qualified. The 24- or 39-month period. Thereafter they period shall be paid commence at the ordinary rates expiration of pay (T1 rate only). A medical certificate may be required the five-month period provided pursuant to support the employee’s claimEducation Code Section 44977.
(d) In 6. At any time during the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant course of a sick leave under this clause the employer shall recognise that discretionary sick or injury absence and domestic leave is to ensure the provision of reasonable support to staff having to be absent upon return from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretionabsence, an employee may be granted further required to supply such reasonable information as may be requested by the District, such as the nature of illness or injury, anticipated sick length of absence, the name and address of attending physician(s), if any. The District may, upon reasonable cause, verify the nature of such absence by requiring a written statement from the employee’s physician(s) or domestic by any other reasonable procedure selected by the District or site administrator. An employee who fails to provide such required information may be deemed absent without leave. Any anticipated leave taken in advance and still remaining outside If the entitlement will be paid to illness exceeds five (5) calendar days or involves a communicable disease, the employer. The employer District may deduct monies due require (at the employee's expense) a clearance from the final payemployee's physician indicating an ability to return to regular duties without endangering the health of others. Employees shall be required to submit to medical examination(s) by District-appointed physician(s), at District expense, upon reasonable cause.
(h) Where a. In any situation where an employee is suffering known to be subject to a foreseeable disability (including, but not limited to, childbirth), he/she shall, upon request and at his/her own expense, furnish to the District from the treating physician a minor illness written statement attesting to his/her ability to continue performing the full schedule of duties with or without restrictions.
b. If an employee's anticipated return from sick leave will be with restrictions, those restrictions must be fully explained, identifying the extent to which could have a detrimental effect the employee is limited in his/her performance. An employee shall thereafter be permitted to return to and continue on active duty when the patients disability is determined to be permanent so long as he/she is capable of performing the full duties and responsibilities of his/her position or other staff in is able to perform the employer’s care, the employer essential functions of his/her position with reasonable accommodation.
7. Employees working during summer or extended sessions may, at its their discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take use any days of accrued sick leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementfor reasons permitted under this Article.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions A. Sick leave utilization shall be for physical and mental disability absences which are medically necessary and caused by illness, injury, pregnancy or quarantine. Any use of this clause the parties note:sick leave credit for sick leave purposes shall be without loss of compensation.
(a) On appointment to a DHBB. Each July 1, a fulltime employee full-time, twelve (12) month unit member shall be entitled credited with his/her annual sick leave entitlement of thirteen (13) days (104 hours) in advance of actual accrual for the purpose of sick leave utilization. A part-time unit member shall be credited with sick leave in the same ratio that his/her employment bears to ten full-time twelve (1012) working days leave for sick or domestic purposes during the first twelve months of month employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be procalculated as follows.
Step 1. Total the number of scheduled work days + eligible holidays. Multiply the total by the number of hours the unit member is scheduled to work.
Step 2. Divide the total from Step 1 by 2080 (the number of hours for full-rated for part time employees except that unit members).
Step 3. Multiply the full-time sick leave entitlement specified above by the FTE percentage calculated in Step 2 to determine the sick leave hours to be credited to the unit member’s sick leave bank. Any sick leave taken, but not yet earned prior to separation from the County Office , shall result in an adjustment to the unit member's final pay warrant.
C. A unit member, upon initial employment, shall be eligible to take not more than six (6) days, or the proportionate amount of sick leave to which they are entitled, until the first day of the calendar month following six (6) months of service.
D. The Superintendent reserves the right to require a part time employee unit member to provide a statement by a physician verifying the cause of absence.
E. A unit member’s unused sick leave shall receive no fewer accumulate from year to year. The unit member’s sick leave entitlement shall be available in the County Office unit member leave system.
F. Each unit member shall once a year be credited with a total of not less than five (5) 100 working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his paid sick leave, on a case-by-case basisin addition to days to which he/she is entitled under Subsections B and C. Such days of paid sick leave, a calculation comparing actual hours versus contracted hours will in addition to those required by Subsection B and C, shall be done and if additional compensated at not less than 50 percent of the unit member’s regular salary. The paid sick leave is authorized hereunder shall be exclusive of any other paid leave, holidays, vacation or compensating time to which the resultunit member may be entitled. Credit for such days of paid sick leave, it will in addition to those required by Subsections B and C, shall not accumulate from year to year.
1. Notwithstanding the foregoing, unit members during their initial probationary employment with the County Office shall be granted. Calculation is based on credited with a total of not less than 100 working days of paid sick leave, including the anniversary days to which they are entitled under Subsections B and C. Such days of paid sick leave in addition to those required by subsection B and C shall be compensated at not less than 50 percent of the employeeunit member’s start date.regular salary
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after G. When a break of 3 months unit member retires under PERS or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee STRS he shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇twenty-five percent (25%) of all unused sick leave, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee if he has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested been employed by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.County Office for ten
Appears in 3 contracts
Sources: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Sick Leave. 18.1 In applying 14.01 Sick leave means the provisions period of this clause time an employee is permitted to be absent from work with pay by reason of being sick, disabled because of an accident or because the parties note:employee is quarantined by a medical health officer (hereinafter collectively referred to as "sickness").
14.02 Each employee, other than a probationary employee, will be allowed not more than twenty-four (a24) On appointment days sick leave credit per year on the basis of two (2) days for every month of active service.
14.03 If in the calendar year an employee has not used all the sick leave to a DHBwhich the employee was entitled, a fulltime the employee shall be entitled to ten (10) working days leave accumulate and carry forward such unused portion for sick or domestic purposes during use in future years provided that at no
14.04 If an employee is unable to work by reason of sickness for the first twelve months of employmentundermentioned periods, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement then a deduction in the amount set opposite shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days made from the employee's credited sick leave for the first twelve months (if any): 0 - 4 hours ( .5 day) 4 - 8 hours ( 1 day)
14.05 The Board may require an employee to produce a physician's certificate to support an absence on account of employment and a minimum sickness in excess of five (5) additional working days for each subsequent twelve month perioddays, and if it has expressly notified the employee, may require the employee to produce such a certificate to support an absence on account of sickness of any duration. From 1 March 2012 where In addition, the Board may require the employee to undergo an examination by a part-time physician selected by the Board. An employee has used her/his sick leave, must make every reasonable effort to notify the employee's supervisor of any absence due to sickness.
14.06 While an employee is on a case-by-case basisleave of absence without pay in excess of ten (10) days or is on layoff, a calculation comparing actual hours versus contracted hours will be done and if additional the employee shall not accumulate any sick leave credits, but shall retain whatever sick leave credit the employee may have accumulated at the date of such leave or layoff and be entitled to the use thereof upon the employee's return from such leave or upon being recalled.
14.07 Leave without pay shall be granted to an employee who (i) is not entitled to sick leave but who is required to be absent by reason of sickness or (ii) is unable to return to work at the result, it will be granted. Calculation is based on termination of the anniversary period for which sick leave was granted by reason of the employee’s start date's continued sickness provided such leave shall not prejudice the Board's right to discharge an employee because of frequent absences from work.
(b) Employees who move between DHBs 14.08 The Board will take their accrued maintain a record of all sick leave balance with themcredits and shall notify each employee in writing once every calendar year as to the number of such credits. Future annual An employee may apply to the Board for information as to the amount of the employee's sick leave entitlement will credit.
14.09 If an employee (i) retires from the Board on an OMERS pension, (ii) retires at any time on an OMERS disability pension, or (iii) dies, the employee (or the employee's estate, as the case may be) shall be on entitled to a gratuity calculated by multiplying the date employee's normal rate of their anniversary when they received their last allocation pay by 50% of the number of unused accumulated days of sick leave at their previous DHB. Employees who move to another DHB after a break (not in excess of 3 months or more two hundred and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 thirty (a230) days).
(c) The 14.10 No employee shall joining the Board after July 1, 1977 will be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons eligible for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancegratuity on retirement.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to Effective November 1, 2002, employees who have been continuously employed by the Employer for a DHB, a fulltime employee period of one (1) year shall be entitled to ten a maximum of four (104) working days leave paid annual sick leave. Effective November 1, 2002, employees who have been continuously employed by the Employer for sick or domestic purposes during the first twelve months a period of employment, and up to an additional ten two (102) working days for each subsequent twelve month period. The entitlement years shall be pro-rated for part time employees except that entitled to a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum maximum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his paid annual sick leave. Employees hired after October 31, on a case-by-case basis, a calculation comparing actual hours versus contracted hours 2006 will be done and if additional accumulate sick leave is according to the result, it will be granted. Calculation is based on the anniversary of the employee’s start datefollowing: Two (2) days accumulated after two (2) years; Three (3) days accumulated after three (3) years.
(b) Any earned sick leave shall accumulate up to a maximum of thirty (30) days. A doctor’s certificate or other reasonable proof of illness may be required by the Employer. Such sick leave with pay shall be applicable in cases of employee accident, employee maternity leave or bona fide illness of employee or family defined as spouse or children under 18 living at home. Employer may require appropriate medical certification of all such illnesses. Sick leave shall be paid in the following manner:
1. If an employee is hospitalized, he receives pay for his first day’s absence and for every day thereafter until such leave benefits are exhausted. Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation have accumulated twenty (20) or more days of sick leave at their previous DHBshall also be paid for the first day of absence due to illness.
2. Employees who move to another DHB after a break of 3 months If an employee has less than twenty (20) days accumulated sick days or more and who are if the employee is not involved in midwifery-related activitieshospitalized, will the first workday’s absence is not be able to take their paid for.
3. Succeeding workday’s absences, full pay until sick leave balance with them and will be allocated sick leave based on 18.1 (a)benefit allowance is used up.
(c) For the purposes of this paragraph, full pay shall mean pay for the regular daily schedule for working hours, for those days which the employee would have worked had the disability not occurred, calculated at straight time. The employee waiting period provided herein provided before full pay commences shall be paid at relevant daily pay as prescribed apply for each illness or accident in case the sick benefit allowance has not been used up in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for previous illnesses during the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claimsame year.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of Sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is benefits are not convertible to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstancescash bonus.
(e) Reasons for a refusal shallIn industrial injury cases, when requested by Workers’ Compensation and sick leave benefit allowance shall be paid separately, but in the employee, be given in writing and before refusing a requestevent Workers’ Compensation payments cover all or part of the period during which sick leave benefit allowances are paid, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on sum of the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave two shall not be a charge against exceed the employee’s sick and domestic leave entitlementbenefit payable for said period. This same rule shall apply to Unemployment Disability payments.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment Employees whose employment commenced at any time before or on the first work day of any contract year shall during such contract year be entitled to a DHB5 days sick leave with pay at straight time, a fulltime and employees whose employment commenced after the first work day of any contract year shall, during such contract year, be entitled to paid sick leave proportionate to the part of the contract year worked, pro vided that no employee shall be entitled to ten (10) working days paid sick leave for sick or domestic purposes during the first twelve six months of his employment, and up provided further that upon completion by a new employee of his first six months of continuous employment, his right to an additional ten (10) working days for each subsequent twelve month period. The entitlement paid sick leave shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five retroactive as follows:
(51) working days If hired within the six months preceding the effective date of this agreement, his right to paid sick leave for the first twelve months of employment and a minimum of five shall he retroactive to said effective date, and
(52) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/if hired after said effective date, his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional right to paid sick leave is shall be retroactive to the result, it will be granted. Calculation is based on the anniversary date of the employee’s start datehis hiring.
(b) Employees who move between DHBs will If an employee shall fail to take their accrued any part of the paid sick leave balance with them. Future annual to which he is entitled during any contract year, he shall receive 8 hours pay at straight time for each day of such sick leave entitlement will not taken. Pay for sick leave not taken during any contract year shall be at the employee’s rate of pay in effect on the date last work day of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)such contract year.
(c) The An employee who has been employed for at least six months and whose employment is terminated during and before the end of any contract year shall, during such contract year, be entitled to paid sick leave proportionate to the part of the contract year worked. If such employee shall be have already received paid at relevant daily pay as prescribed sick leave in excess of the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇proportionate paid sick leave to which he is entitled, for the first five days in each twelve month period. Thereafter they excess paid sick leave shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employeededucted from his last week’s claimpay.
(d) In An employee whose employment is terminated before the event an employee has no entitlement leftexpiration of six months from the date of his hiring shall, she/he may upon such termination of his employment, be granted an additional 10 days per annum. In considering the grant of entitled to paid sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation propor tionate to the employee and in part of the quickest time possible, taking into account contract year or the following: • The employee’s length parts of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstancescontract years worked.
(e) Reasons Employees discharged for a refusal shallstealing, when requested by or quitting before the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum end of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick any week or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid without at least 48 hours notice to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s entitled to paid sick and domestic leave entitlementleave.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Working Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying a. Employees except for those on a fixed-term of 6 months or less are entitled to Sick Leave on pay as set out in clause F.4.c. below, or Sick Leave without pay may be granted on production of a medical certificate.
b. All sick leave is to be computed on working days only.
c. Employees will receive 10 days sick leave on appointment and a further 10 days for each 12 months of service after, with a maximum accumulation of 260 days.
d. This leave is inclusive of the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ Holidays ▇▇▇ ▇▇▇▇.
e. The employer may require an employee to undergo an examination by a registered medical practitioner of the employer’s choice where it is considered that the employee’s performance may be impaired by a possible medical condition. Should the employee be found to be unfit to perform their full duties they may be placed on sick leave (with or without pay) until cleared to return to full duties. The cost of the medical examination will be met by the employer.
f. If an employee is absent on sick leave for less than a whole day, such leave is to be recorded on an hourly basis in the staff web kiosk in whole hours. Absences of less than two hours do not need to be recorded. Where sick leave is used for medical appointments prior approval must be obtained. Approval will not be unreasonably withheld.
g. The employee should notify absence due to sickness to their supervisor whenever possible within 30 minutes of normal starting time. A medical certificate will be required for all absences in excess of five consecutive days and may be required for absences of shorter periods. If information is received which indicates that the sick leave entitlement is being misused, the employer may take such action as is necessary to clarify the matter.
h. When sickness occurs during annual or long service leave, the employer will permit the period of sickness to be debited against sick leave entitlement provided a medical certificate is produced.
i. In special cases, the employee may be allowed to anticipate sick leave becoming due on completion of a further period of service provided that at least five days sick leave is retained for each year of service for which sick leave has been anticipated. All approvals are subject to the proviso that the necessary adjustments to final pay are to be made if the employee resigns before the next entitlement falls due.
j. These sick leave provisions apply equally when the employee is unable to attend work due to their illness and when the employee is required to attend to the ill health of a person dependent on them.
k. All employees will submit their leave requests via the staff web kiosk leave approval system
Appears in 3 contracts
Sources: Individual Employment Agreement, Individual Employment Agreement, Individual Employment Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 17.1 Sick leave shall be entitled to ten earned by permanent full-time employees at the rate of one and one-fourth (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (101 1/4) working days for each subsequent twelve full month of service. Sick leave accrual for full-time employees will be based on actual hours on paid status in a pay period, except that there will be no loss in accrual for full-time employees for up to forty (40) hours per pay period for no more than two (2) consecutive pay periods for unpaid Union leave.
17.2 Permanent employees may accumulate the unused portion of sick leave without any maximum restrictions.
17.3 Sick leave may be authorized for the illness or injury, dental or medical treatment of the employee, or the employee’s minor child as defined in Minnesota Statutes. The entitlement Sick leave usage shall be pro-rated subject to approval and verification by the department head or the Human Resources Department, who may require the employee to furnish a report from a recognized medical authority attesting to the necessity of the leave, or other information deemed necessary.
17.4 To be eligible for part sick leave payment, an employee must notify the department head or designee prior to the starting time of the employee's scheduled shift. This notice may be waived if the department head determines that the employee could not reasonably be expected to comply with this requirement because of circumstances beyond the control of the employee. Those employees except that who misuse sick leave will be subject to a part time employee shall receive no fewer than disciplinary action.
17.5 Sick leave not to exceed five (5) working days sick leave may be utilized upon the occasion of death in the employee's immediate family. Immediate family for the first twelve months purpose of employment this section shall be defined as the employee's spouse, children, parents, siblings, grandparents, grandchildren or a person regularly residing in the employee’s immediate household, and shall include parents and siblings of the employee's spouse or of a minimum person regularly residing in the employee’s immediate household, except that this definition does not include aunts and uncles not regularly residing in the employee’s immediate household.
17.6 Sick leave not to exceed forty (40) hours in any one instance may be used as a result of five a serious illness of the employee's spouse, child, employees' parents or a person regularly residing in the employee’s immediate household, to attend to the needs of the ill or injured person.
17.7 Sick leave not to exceed forty (540) additional working days hours may be utilized by employees for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary birth or adoption of the employee’s start datechild or a child regularly residing in the employee’s immediate household. The leave must be consecutive and taken within six (6) months of the birth or adoption.
(b) Employees 17.8 Permanent and probationary employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on are injured while performing work within the date scope of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇employment for ▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇County and by reason thereof are rendered incapable of performing their duties, for shall upon written request to the first five days in each twelve month period. Thereafter they shall be paid at Director of Human Resources, accompanied by a physician's certificate acceptable to the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement leftDirector, she/he may be granted an additional 10 days per annum. In considering the grant of sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.each
Appears in 3 contracts
Sources: Labor Agreement, Labor Agreement, Labor Agreement
Sick Leave. 18.1 In applying Employees are allowed sick leave for personal illness or injury according to the provisions following schedule: The first year of this clause employment 10 days The second year of employment 11 days The third year of employment 12 days The fourth year of employment 13 days The fifth year of employment 14 days The sixth and subsequent years of employment 15 days A new employee shall report for work at least one (1) full day prior to receiving sick leave benefits. If an employee does not need to use his/her allotted days during the parties note:
year, the unused days may be accumulated to one hundred twenty-five (a125) On appointment days. After reporting for work the next year, the employee will be credited with the current year’s fifteen (15) days, so that up to one hundred forty (140) days may be used in one year if necessary. However, no more than 125 days may be carried forward to a DHBsubsequent year. Employees who are assigned work for more than the school term shall be allowed one (1) additional day of current sick leave for each full month beyond the school term. An employee who is unable to work because of personal illness or injury and who has exhausted his/her accumulated sick leave, shall be granted an unpaid leave of absence for the balance of the contract year in which his/her accumulated sick leave has been exhausted or for the period of time specified in the Family and Medical Leave Act, whichever is longer. Sick leave for any length of time may require a doctor’s certificate. In any case, a fulltime employee shall doctor’s certificate must be entitled to ten (10) working days presented whenever sick leave is requested for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer more than five (5) working days days. Part-time employees will be allotted sick leave days in the same proportion as the amount of time they are employed. (For example: A seventh year employee who is working 2/5ths time would have 6 full days--15 2/5ths days—for that year.) Part-time employees will also accumulate sick leave days and be subject to the first twelve months of employment and same rules as for full-time employees. In the event a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a partfull-time employee has used heris reduced to part-time, he/his she shall retain his/her accrued sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event For example: If an employee has no entitlement left30 days accumulated from full-time employment, shehe/he may be granted she would have 60 half days if he/she went to half time.) Any amounts due an additional 10 days per annum. In considering the grant of leave employee under this clause the employer Article shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested reduced by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidanceany benefits payable under Workers’ Compensation.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 24.01 Employees shall be granted sick leave in accordance with the provisions of this clause Collective Agreement.
24.02 Sick leave is available to provide protection for an Employee from loss of earnings due to illness or injury for which compensation is not payable under the parties note:Workers' Compensation Act.
24.03 An Employee is entitled to receive sick leave with pay provided they satisfy the Employer that they have an illness or injury and;
(a) On appointment is unable to perform the normal duties of their position;
(b) is not able to perform alternate duties; and
(c) has the necessary sick leave credits.
(a) Employees will accumulate sick leave at the rate of twenty (20) days per year, to a DHB, a fulltime employee shall be entitled to ten maximum of one hundred and ninety-five (10195) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month perioddays. The entitlement shall be proEmployer will continue to recognize the accumulated sick leave credits the Employee has upon the signing of this Collective Agreement and will permit Employees to continue to accumulate days to a maximum of one hundred and ninety-rated for part time employees except that a part time employee shall receive no fewer than five (5195) working days days. No sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is lost to the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateEmployee due to changes in existing plans.
(b) Employees who move between DHBs will take Notwithstanding (a) above, where an Employee uses more of their accrued allotted sick leave balance with them. Future annual sick leave entitlement will be in a year than they accrue based on the date of their anniversary when they received their last allocation time worked in a year, the Employee shall repay the excess amount of sick leave at their previous DHB. Employees who move to another DHB after a break used.
24.05 Notification of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them credits and the accumulated sick leave credits shall be given to each Employee in September of every year on their pay statements.
24.06 In all cases of injury or illness, an Employee shall notify their supervisor as soon as reasonably possible.
24.07 Pay for sick leave shall be an amount equal to the amount received for their normal working day.
24.08 Sick leave accumulation shall be reduced by the amount of sick leave taken after the allotment for the current year is first used. Likewise, unused sick days will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation added to the employee and in the quickest time possible, taking into account the following: • The employee’s length current accumulation on July 1st of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidanceeach year.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying Section 1. Sick leave is intended to maintain an employee's income during a period of personal illness or family emergencies, as set forth in this AGREEMENT.
Section 2. As provided by State law, each employee shall earn sick leave credits from the first full pay period of employment at the rate of one (1) working day per month without restriction as to the number of working days which may be accumulated. For calculating sick leave credits, two thousand eighty (2,080) hours shall equal one (1) year, and proportionate sick leave credits shall be earned and credited at the end of each pay period.
Section 3. An employee may not accrue sick leave credits during a leave of absence without pay. Employees are not entitled to use or be paid for sick leave under the provisions of this clause AGREEMENT until they have been continuously employed for ninety (90) days. Upon completion of the parties notequalifying period the employee is entitled to the sick leave credits earned.
Section 4. Part-time employees shall earn sick leave credits on a pro-rated basis provided they have worked the qualifying period.
Section 5. Upon separation, employees who have worked the qualifying period shall be entitled to be paid an amount equal to one-quarter (¼) of the amount attributed to the accumulated sick leave. Such pay shall only apply to those credits earned since July 1, 1971. The pay attributed to the accumulated sick leave shall be computed on the basis of the employee's regular rate of pay at the time of separation.
Section 6. Sick leave credits may be used as follows:
A) Illness or injury of the employee.
B) Illness, injury or death in the employee's immediate family requiring the employee's personal attendance.
C) Quarantine for contagious disease control, provided certification is obtained from the attending physician.
D) Doctor or dental appointments for treatment of employee's illness, injury, or preventive care. When possible the employee's supervisor shall be notified of the appointment at least forty-eight (a48) On appointment to a DHBhours in advance.
E) Upon the death of an immediate family member, a fulltime an employee shall be entitled granted up to ten (10) working days leave for sick or domestic purposes during the first twelve months of employmentconsecutive days, and up charged to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is to attend services or attend to other matters related to the result, it will be granted. Calculation is based on the anniversary of the employeeimmediate family member’s start datedeath.
(bF) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on Maternity related conditions including prenatal and postnatal care for either the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months employee or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)child.
(cG) The employee shall be paid at relevant daily pay as prescribed in For the ▇▇placement of a child for adoption or ▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇care of a child.
Section 7. Immediate family shall mean parents, grandparents, siblings, children or grandchildren of the employee, spouse of the employee, immediate in-laws, aunt, uncle, first cousin, or an individual though not related by blood, who has been a permanent member of the employee’s household.
A) Any illness, medical appointment or emergency which necessitates use of sick leave shall be reported by the employee to the EMPLOYER as soon as possible, and it shall be the responsibility of the employee to assure proper reporting of use of sick leave for record keeping purposes. Failure to report such leave as soon as possible shall be considered absence without leave and a deduction from the employee's pay shall be made for the first five days in each twelve month periodperiod of such leave. Thereafter they Such absences are grounds for disciplinary action including dismissal.
B) Abuse of sick leave shall be paid cause for dismissal, forfeiture of payment for any accumulated sick leave, or other disciplinary action. The EMPLOYER reserves the right to investigate, require medical statements, and to contact the employee's physician if there is reason to suspect abuse. The EMPLOYER reserves the right to investigate at the ordinary rates of pay (T1 rate only)any time when abuse is suspected or to verify continued absences for scheduling purposes. A medical certificate Such certification may be required if absence from duty for illness purposes occurs frequently or habitually, or in such a manner as to support suggest a pattern of usage; or the employee’s claimDepartment Head has reason to believe the employee may be fraudulently using sick leave.
(d) In the event an employee has no entitlement left, she/he may Section 9. Absence from employment by reason of illness shall not be granted an additional 10 days per annum. In considering the grant of chargeable against unused annual vacation leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested credits unless approved by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leaveSection 10. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where holidays that fall during a period that an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such sick leave shall be charged as a holiday and not be a charge against taken off the employee’s total accumulated sick and domestic leave entitlementleave.
(i) Employees can accumulate their entitlement up Section 11. Abuse of sick leave occurs when an employee misrepresents the actual reason for charging an absence to a maximum of 260 days. Any unused portion of the first five days entitlementsick leave, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇or when an employee uses sick leave for unauthorized purposes.
Appears in 3 contracts
Sources: Memorandum of Understanding, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 19.01 Sick leave is provided by the provisions Employer for the purpose of this clause maintaining the parties noteregular earnings of Employees, during absences due to illness or accident for which compensation is not payable under the Workers' Compensation Act, or other benefits provided by the Employer, or for the purpose of attending medical appointments outside the County of Northern Lights.
19.02 Full-time Employees shall be provided credit for sick leave on January 1st of each year at a rate of twelve (12) days per calendar year. Sick leave credit will be pro- rated for Employees commencing employment mid year and Part-time Employees, based on the rate of one (1) day for each full month of employment. Sick leave cannot be carried forward from one year to the next, and in the case of resignation or termination, Employees shall not be paid out for any unused sick leave.
19.03 One (1) day shall be deducted from an Employee's sick leave bank for every paid day of sick leave taken. When sick leave of less than a full day is taken a half day will be deducted from the Employee’s sick bank.
19.04 Employees may be required to substantiate, with a proper medical certificate, any claim for sick leave. Where the Employer requests substantiation, payment of sick leave benefits shall not be effected until the required substantiation has been supplied.
19.05 An Employee who has exhausted their sick leave credits during the course of an illness and the illness continues for which disability benefits are not provided, the Employee shall be deemed to be on Leave Without Pay for the duration of the illness or as provided below, whichever first occurs. The Employee shall keep the Employer advised as to when he/she shall be expected back to work and shall provide the Employer with twenty-eight (28) days written notice and medical substantiation of readiness to return to work.
19.06 At the expiration of twenty four (24) months from the last day of paid sick leave it shall be deemed that the employment relationship is terminated, if an Employee:
(a) On appointment is not capable of resuming the duties of their former position; or
(b) after a reasonable effort having been made to a DHB, a fulltime employee shall be entitled to ten (10) working days leave place the Employee in an alternate available position for sick or domestic purposes during the first twelve months which he/she is capable of employmentperforming, and up such alternate employment is not available.
19.07 The reinstatement of an Employee who has been absent due to an additional ten (10) working days for each subsequent twelve month period. The entitlement illness shall not be pro-rated for part time employees except that construed as a part time employee violation of the posting and/or scheduling provisions of this Collective Agreement.
19.08 Employees suffering illness after the commencement of their annual vacation in accordance with Article 17, shall receive no fewer than five (5) working days not be permitted to access sick leave for such illness without the first twelve months approval of employment the Employer and by providing a minimum proper medical certificate.
(a) At the end of the calendar year, Employees shall be offered the election to receive a portion of their unused sick benefits in payment or in time to be taken not later than their next annual vacation where they have not already accrued the maximum pursuant to Article 13.03.
(i) Employees that have taken three (3) sick days or less in that calendar year will receive the equivalent of fifty percent (50%) of their unused sick benefits in payment or time off.
(ii) Employees that have taken between four (4) and six (6) sick days in the calendar year will receive the equivalent of twenty-five percent (525%) additional working of their unused sick benefits in payment or time off.
(iii) Employees with more than six (6) sick days in the calendar year will not receive any benefit for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his their unused sick leavebenefit.
19.10 Upon completion of the applicable waiting periods, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done short term and if additional long term disability insurance benefits are available to eligible Employees in accordance with the provisions of Article 20.
19.11 An Employee is not permitted to use accrued sick leave when the Employee is injured from working for another employer or when the result, it will Employee is receiving WCB for work with another employer.
19.12 The Employer may require that an Employee undergo an independent medical examination. The examination shall be granted. Calculation is based at the Employer’s expense and on the anniversary Employer’s time, except in the case of Long Term Disability plan where the employeeLTD Plan shall govern.
(a) The Employer may require that an Employee be examined by a medical board (“Medical Board”)
(i) in the case of prolonged or frequent absence due to illness; or
(ii) where there is indication of apparent misuse of Sick leave; or
(iii) when the Employer considers that an Employee is unable to satisfactory perform the Employee’s start dateduties due to disability or illness; or
(iv) in cases of inconsistencies between two or more medical assessments.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on The report of the date Medical Board shall contain conclusions and recommendations relating to any limitation or restrictions concerning the Employee’s ability to perform the duties of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move the Employee’s position and the medical information leading to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)those conclusions.
(c) The employee Employer is responsible for the direct medical costs associated with the examination provided for in Sub-Clause 19.13(a) 19.14 Pursuant to Clause 19.13, an Employee shall be entitled to have the Employee’s personal physician or other physician of the Employee’s choice to be a member of the Medical Board or to act as the Employee’s counsel before the Medical Board. Expenses incurred under this Clause shall be paid at relevant daily pay as prescribed in by the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for Employer. A copy of the first five days in each twelve month period. Thereafter they report of the Medical Board shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation sent to the employee and in the quickest time possible, taking into account the following: • The employeeEmployee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancephysician.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled earned at the rate of 3.7 hours per completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be continued only for those employees regularly scheduled to ten work in excess of forty (1040) working days hours per week and only for as long as they are so scheduled. Sick leave for sick or domestic purposes during shall be earned from the first twelve months employee's date of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement Sick leave credit shall be pro-rated earned for part time employees except that a part time any pay period in which the employee shall receive no fewer than has been in pay status for five (5) working days or more workdays or forty (40) hours. A part-time or intermittent employee shall earn sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where as follows: a part-time or intermittent employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual shall earn .04625 hours versus contracted hours will be done and if additional of sick leave is for each hour in pay status per two-week pay period. For part-time employees, "hours in pay status" shall be an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave up to a maximum of nine hundred sixty (960) hours. However, the resultamount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, it will the maximum accumulation of sick leave and the amount of unused sick leave which can be grantedcredited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. Calculation is based on When the anniversary maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to his/her credit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources at his/her discretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick 2. Sick leave balance with themmay be used for illness, necessary medical or dental care, or other disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Future annual sick leave entitlement will be on Immediate family as used in this Article shall mean the date spouse or significant other, the parents of their anniversary when they received their last allocation the spouse or significant other, the children of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months the spouse or more and who are not involved in midwifery-related activitiessignificant other, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the parents, stepparents, guardian, children, stepchildren, brothers, ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.sisters,
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Employees covered by this Agreement shall earn and be granted sick leave with pay under the provisions of this clause the parties notefollowing conditions and qualifications:
A. All full-time employees will earn sick leave credits at the rate of four (a4) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days hours for each subsequent twelve month periodfull pay period the employee works, exclusive of leaves of absences, unless otherwise specifically provided to the contrary. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days Unpaid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate credits may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement accumulate up to a maximum of 5 daysone thousand eighty (1,080) hours. Sick leave credits are accumulated at the end of the pay period and may not be used during the pay period in which they are earned. Employees who accumulate one thousand eighty (1,080) hours shall be paid fifty (50%) percent of the employee's regular, straight time hourly rate of pay for all hours of sick time in excess of the one thousand eighty (1,080). Such payment will be made in December of each year.
B. One (g1) At day of sick leave credit shall equal eight (8) hours pay at the employeremployee's regular, straight time hourly rate of pay when sick leave is taken.
C. Sick leave shall be granted when it is established to the Sheriff's satisfaction that an employee is incapacitated from the safe performance of the employee’s discretionduty because of illness or injury.
D. An employee may use up to forty (40) hours of accumulated paid sick leave for any absence necessitated by serious injury or critical illness of a member of the employee's household upon application approved by the Sheriff. An extension of time may be permitted in exceptional circumstances upon approval of the Sheriff.
E. As a condition of any sick leave, the Sheriff may request a medical certificate setting forth the reasons for the sick leave if there is reason to believe that the health and safety of personnel may be affected or that the employee is abusing sick leave benefits. Falsification of the medical certificate or falsely setting forth the reasons for the absence shall constitute just cause for dismissal.
F. Sick leave is a benefit for employees to be used in cases of illness. It is not a benefit to be converted to cash. Subject to subsection (H) below, employees whose employment status with the County ends forfeit all accrued sick leave benefits.
G. After an employee has exhausted all paid sick leave benefits, then such leave shall be without accumulation of any fringe benefits predicated on length of service with the Employer. In the event that the provision of subsection (I) is utilized, accumulation of fringe benefits predicated on length of service with the Employer shall stop at the time paid sick leave credits would have been exhausted had subsection (I) not been utilized.
H. Upon death, retirement under the Employer's retirement program, or resignation by an employee in good standing with at least 20 years of continuous service at the time of resignation, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s estate shall receive a lump sum representing fifty (50%) percent of the employee’s regular straight time hourly rate of pay times such employee's accumulated and unused sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement credits up to a maximum payout of 260 days. Any unused portion three hundred sixty (360) hours.
I. Notwithstanding the provisions of subsection (F) in case of a work incapacitating injury or illness for which an employee is eligible for benefits under the Employer's Sickness and Accident Insurance program or the Employer's Workers' Compensation program, accrued sick leave credits may be utilized at the request of the first employee to maintain the difference between the Sickness and Accident benefits and seventy-five days entitlement(75%) percent of the employee's regular salary or wage. Upon exhaustion of an employee’s sick leave bank, up to a maximum of 15 days, can be carried over from year to year the employee shall draw only those benefits as are allowable under the Employer's Sickness and will be paid at relevant daily rate, in accordance with Accident Insurance Program or the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Employer's Workers’ Compensation program.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 12.1 Every employee shall earn paid sick leave at the provisions rate of eight (8) hours for each completed calendar month of service. Sick leave shall not be taken in advance of earning same. [NOTE: Time-off for unpaid leaves of absence after FMLA or unpaid suspensions shall not count as time worked for the purpose of calculating sick leave earnings, but all other forms of leave shall constitute work time for the purposes of this clause the parties note:Section.]
(a) On appointment 12.2 Unused Sick leave may be accumulated up to a DHBmaximum of one hundred ninety-two (192) hours.
12.3 An employee eligible for sick leave with pay may use sick leave for absences due to his/her illness or injury, dental appointments, physical examinations or prescribed treatment by a fulltime physician. The Department Manager shall require a doctor’s certificate before approving Sick Leave with pay for a period or periods of absence of more than three (3) consecutive work days.
12.4 During periods of absence for approved paid sick leave, the employee shall be entitled to full pay for such period at the regular rate of compensation, provided, however, that hourly employees shall be compensated on the basis of straight time pay not to exceed eight (8) hours per day (except when the employee is assigned to a four (4) day ten (10) working days leave for sick or domestic purposes during hour work week in which case the first twelve months of employment, and up to an additional employee shall receive ten (10) working days for each subsequent twelve month periodhours per day) and not to exceed forty (40) hours per week. The entitlement No sick leave benefits shall be propaid on the basis of time and one-rated for part time employees except that a part time half.
12.5 Upon severance of service with at least two weeks written notice, or in the event of an employee’s death, an employee shall receive no fewer be compensated for unused sick leave days to his/her credit up to a maximum of twenty-four (24) days at the employee’s current wage rate as follows: ▪ less than five (5) working days sick leave for the first twelve months of employment and a minimum of years - 0 ▪ five (5) additional working days years - ten (10) years - one half (½) ▪ over ten (10) years - 100% [NOTE: Employees who do not provide a minimum two (2) weeks written notice or are discharged for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his any reason (other than medical) shall forfeit unpaid sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will .]
12.6 Sick leave may be done and if additional sick leave used where there is the result, it will be granted. Calculation is based on the anniversary of serious illness in the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement immediate family up to a maximum of 5 daysfour (4) days per year.
12.7 The Department Manager shall be notified within one (g1) At hour, except in cases of emergency, of the employer’s discretionappointed time for the employee to enter duty, an employee may be granted further anticipated of any illness or injury which will prevent him/her from reporting to work.
12.8 The Town reserves the right to relieve employees from duty and place them on sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will (to be paid to the employer. The employer may deduct monies due from the final pay.
(hif accumulated time is available) Where upon a determination that an employee is suffering from too sick to work safely or poses a minor illness risk of spreading a health condition to other employees. An employee who is aggrieved by this decision must provide the Town with a doctor’s note indicating they are healthy enough to work and/or do not pose a threat of contaminating others, in which could have a detrimental effect on case the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave time shall not be a charge against the employee’s sick and domestic leave entitlementrestored as if it were worked.
(i) 12.9 Sick leave may be taken in quarter hour increments and may also be used sparingly for doctor appointments, but most appointments should be made during non-work hours whenever possible. Employees can accumulate their entitlement up whose medical care does not require a full day off from work shall be expected to a maximum of 260 days. Any unused portion of the first five days entitlement, up return to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇work as soon as possible.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Employees are eligible for Sick Leave, with pay, within the provisions of this clause the parties notefollowing provisions:
A. Sick leave is the absence of an employee because of illness or injury.
B. A new employee is eligible to take a maximum of 48 hours of sick leave during the first six months of employment.
C. A regular, permanent full-time classified employee, shall earn one
(a1) On appointment day of paid sick leave for each calendar month worked and compensated for one-half (½) the working days during the calendar month.
1. A regular, permanent part-time classified, employee who is compensated for one-half (½) the normal fractional time assignment, shall earn sick leave benefits on a pro-rata basis proportionate to a DHBtheir assignment.
D. An employee who uses earned or credited unused sick leave shall be compensated at the same rate he/she would have received had he/she worked that day.
E. An employee may accumulate unused sick leave, a fulltime employee without limit. At the beginning of each fiscal year, the employee's sick leave accumulation shall be increased by the number of days of paid sick leave which he/she would normally earn in the ensuing fiscal year. No payment or time off will be allowed for unused accumulated sick leave.
F. In addition to full-pay sick leave, employees who have completed their initial probationary period shall be entitled to ten a maximum of one hundred
G. A regular, permanent classified, employee who has completed one (101) working days leave for sick or domestic purposes during the first twelve months more years of employmentservice, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be prowho is absent on full-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his paid sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional shall have his/her accumulated sick leave is increased by the resultnumber of days of paid sick leave he/she would normally earn in the ensuing fiscal year, it will be granted. Calculation is based on the anniversary of the employee’s start dateprior to returning to service.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB1. Employees who move fail to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able return to take their service following illness must refund to the District all amounts paid for unearned sick leave balance with them and will be allocated sick leave based on 18.1 (a)leave.
(c) The H. A regular, permanent classified, employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required eligible to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.use half-
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Sick leave credit shall be earned at the provisions rate of this clause 3.7 hours for a completed full two (2) week period of service. Sick leave shall be earned from the parties note:
employee's date of employment and the time on layoff, suspension or leave without pay, except as otherwise provided by law or these rules, shall not be counted in determining the completion of a full two (a2) On appointment to a DHB, a fulltime week pay period of service. A part-time or intermittent employee shall be entitled to ten (10) working days earn sick leave for sick as follows: A part-time or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time intermittent employee shall receive no fewer than five (5) working days earn .04625 hours of sick leave for the first twelve months of employment and a minimum of five each hour in pay status per two (52) additional working days for each subsequent twelve month week pay period. From 1 March 2012 where a For part-time employee has used her/his sick leaveemployees, on a case-by-case basis, a calculation comparing actual "hours versus contracted hours will in pay status" shall be done and if additional an employee's regularly scheduled hours. Employees may accumulate unused sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
nine hundred sixty (g960) At hours. However, the employer’s discretionamount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, an employee may the maximum accumulation of sick leave and the amount of unused sick leave which can be granted further anticipated sick or domestic leavecredited towards State service for retirement shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to twenty-five percent (25%) for each twenty (20) hours in pay status per two (2) week pay period. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any anticipated employee who has such lapsed sick leave taken in advance and still remaining outside the entitlement will be paid to his/her credit may apply to the employerDirector of Human Resources to have the sick leave restored in the event of an extended illness. The employer Director of Human Resources at his/her discretion may deduct monies due from authorize restoration of all or any part of the final pay.
(h) Where an employee is suffering from a minor lapsed sick leave after thorough investigation, including complete medical reports of the illness which could have a detrimental effect on requiring the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against continued absence of the employee’s . The current practices concerning the earning of sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up credits for employees regularly scheduled to a maximum work in excess of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.forty
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Any employee needing to utilize sick leave must contact his/her immediate supervisor prior to or during the provisions first hour of this clause each day of absence, stating the parties note:
(a) On appointment necessity for the absence so that time records can be properly maintained and work schedules realigned. Where a relatively long period of absence is anticipated, the employee need only contact his/her supervisor on the first day of the absence but must state at the time the estimated date of return. The employee is required to submit to the appropriate administrator a DHBletter or a suitable form giving the reason for absence. Employees may be absent without loss of pay, a fulltime employee within the limits stated below. Absences shall be entitled charged to sick leave. A full-time ten (10) working days leave for sick or domestic purposes month employee during the first twelve months of employment, and up to an additional fiscal year shall be advanced ten (10) working days for each subsequent of sick leave. A twelve (12) month period. The entitlement employee shall be proadvanced twelve (12) days during the first fiscal year. A full-rated time ten (10) month employee, after the first fiscal year, shall be advanced fifteen (15) days of sick leave. A full-time (12) month employee, after the first fiscal year, shall be advanced eighteen (18) days of sick leave. Sick leave shall be prorated for part time employees except that who have been in duty status for less than twelve (12) months. A new employee or a part time employee shall receive no fewer than rehire must be on duty at least five (5) working days qualifying months during a fiscal year to be eligible the following year for the higher advanced rate of sick leave. A regular part-time or ten (10) month employee shall be advanced sick leave in proportion to the time worked. All unused sick leave is cumulative. An employee on less than a twelve (12) month schedule, who is employed for additional periods of duty on a temporary basis, is permitted to use sick leave during these periods. Such an employee shall receive sick leave for the first twelve months additional term of employment and a minimum in proportion to the time worked. An employee on leave of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his absence requiring Board action shall not be advanced sick leave. An employee who becomes seriously ill while on vacation may have his/her vacation extended or take vacation at a later date. A serious illness is one that requires hospitalization or is of prolonged nature. This illness must be confirmed by the attending physician. An employee who, while on vacation, has a case-by-case basisdeath in the immediate family, or of a calculation comparing actual hours versus contracted hours close relative, may have his/her vacation extended or take vacation at a later date. An employee who leaves the employ of the Board will be done and if additional granted sick leave days accumulated during prior service if he/she returns to duty within one (1) year. Ten (10) month employees who resign as of June 30 of any calendar year are eligible for such credit, provided they are re-employed the first duty day in September of the following calendar year. When an employee is granted a leave of absence requiring Board action, his/her accumulated sick leave days are held in abeyance until he/she returns to duty. Upon return to duty, the result, it employee will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued granted sick leave balance with them. Future annual sick leave entitlement will be on days according to the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved policies in midwifery-related activitieseffect, but he/she will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, shelose his/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s her earned length of service • The employee’s attendance record • The consequence for accumulation purposes. In matters concerning leave of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a requestabsence because of illness, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision Superintendent may be debited as an advance on the next years’ entitlement up to require a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering written certificate from a minor physician as proof of illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementneed for leave.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Master Agreement, Master Agreement, Master Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 20 8.1. Leave eligible employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days accrue sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid benefits at the ordinary rates rate of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and 0.04616 hours for 21 each hour in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement paid status excluding overtime up to a maximum of 5 days.
3.6928 hours per biweekly pay 22 period (gwhich is usually 96 hours per calendar year); except that if an hourly employee works in 23 excess of seventy-four (74) At hours in one week, the employeremployee shall accrue sick leave at the rate of 0.025 24 hours for each hour worked in excess of seventy-four (74) hours. Employees shall accrue sick leave 25 from their date of hire in a leave eligible position. The employee is not entitled to use sick leave until 26 it is earned. There shall be no limit to the number of sick leave hours accrued by an eligible 27 employee. During the first six months of service in a leave eligible position, employees eligible to 28 accrue vacation leave may, at the supervisor’s discretion, use accrued vacation days as an extension 1 of sick leave. If an employee may does not work a full six months, any vacation leave used for sick leave 2 must be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid reimbursed to the employerCounty upon termination. The employer may deduct monies due from This reimbursement requirement does not apply 3 to employees using accrued vacation for a qualifying event under the final payWashington Family Care Act.
(h) Where an employee is suffering 4 8.2. Separation from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s caretermination of County employment except by reason of retirement or 5 layoff due to lack of work, the employer mayfunds, at its discretionefficiency reasons or separation for medical reasons, either: • Place shall cancel 6 all sick leave accrued to the employee on suitable alternative duties; as of the date of separation or • Direct termination. Should the 7 employee resign, in good standing, be separated for medical reasons or be laid off and return to take 8 County employment in a leave on full pay. Such eligible position within two years, accrued sick leave shall be restored, 9 but such restoration shall not apply where the former employment was in a term-limited position.
10 8.3. Employees eligible to accrue leave and who have successfully completed at least five 11 years of County service and who retire as a result of length of service or who terminate by reason of 12 death shall be a charge against paid, or their estates paid for as provided for by RCW Title 11, as applicable, an 13 amount equal to 35% of their unused, accumulated sick leave multiplied by the employee’s hourly 14 rate of pay in effect upon the date of leaving County employment, less mandatory withholdings. If a 15 retiree is rehired, the employee is not entitled to have the un-cashed out 65% of his or her former sick and domestic 16 leave entitlementbalance reinstated.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 11.1.1 During each fiscal year, every unit member shall earn paid Sick Leave in accordance with the provisions following provisions:
11.1.1.1 Unit members working twelve (12) months, five (5) days per week, are entitled to twelve (12) days of this clause the parties noteSick Leave.
11.1.1.2 Employees employed for less that five (5) days a week and or less than a full fiscal year are entitled to Sick Leave as follows:
(a) On appointment to A unit member employed five (5) days a DHBweek who is employed for less than a full fiscal year, a fulltime employee shall be is entitled to ten that proportion of twelve (1012) working days leave of absence for sick illness or domestic purposes during injury as the first number of months her/she is employed as it relates to twelve months of employment, and up to an additional ten (1012).
(b) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer A unit member employed less than five (5) working days sick a week shall be entitled, for a fiscal year of service, to that proportion of twelve (12) days leave of absence for illness or injury as the first twelve number of months of employment and a minimum of he/she is employed as it relates to five (5) additional working ). When such persons are employed for less than a full fiscal year of service, this and the preceding paragraph shall determine that proportion of leave of absence for illness or injury to which they are entitled.
11.1.2 At the beginning of each fiscal year, the Sick Leave “bank” of the unit member shall be increased by the number of days of paid Sick Leave, which the unit member would normally earn in the ensuing fiscal year. The unit members Sick Leave “bank” shall be adjusted if a change of assignment alters the amount of Sick Leave earnable.
11.1.3 Unit members may accumulate unused Sick Leave without limitation. Sick Leave may be taken at any time during the year. Pay for each subsequent twelve month period. From 1 March 2012 where any day of Sick Leave shall be the same pay the unit member would have received had he/she worked that day.
11.1.4 During any calendar year, unit members are entitled to use up to one-half of their annual entitlement to Sick Leave described in Article 11.1 to attend to an illness of a part-time employee has used her/his sick leavechild, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary parent or spouse of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date For purposes of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after this provision, a break of 3 months or more and who are not involved in midwifery-related activities“child” is defined as a biological, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ or adopted child; a step child, a legal ▇▇▇▇ ▇▇▇▇or a child of a person standing in loco parentis; a “parent” is defined as biological, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇or adoptive parent; a stepparent or a legal guardian. All conditions and restrictions regarding the use of Sick Leave shall also apply to this Section.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled to earned at the rate of eight (8) hours per calendar month of service. Sick leave shall be earned from the employee's first date of work. Sick leave credit shall be earned for any month in which the employee has been in pay status for ten (10) working or more workdays. A part-time employee shall earn sick leave in the same proportion as his/her part-time service bears to full-time service. For new hires only, they shall receive sixteen (16) hours of sick credit leave upon hire. These days leave are to be considered “front-loaded” or issued in advance. Upon reaching their third month of employment and having been in pay status for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working or more workdays in that third month they shall again be eligible to earn sick leave credit. An employee may accumulate unused sick leave up to a maximum of one thousand forty (1,040) hours. However, the amount of unused sick leave accruals which can be credited towards School service for retirement purposes shall be seven hundred twenty (720) hours. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the Human Resources Office. Any employee who has such lapsed sick leave to his/her credit may apply to the Executive Director to have up to one hundred sixty (160) hours of the sick leave restored in the event of an extended illness. The Executive Director at his/her discretion may authorize restoration of such lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. The Executive Director’s decision regarding the use of lapsed sick leave shall be final.
2. Sick leave may be used for illness, necessary medical or dental care that cannot be scheduled during non-work hours, or other disability of the employee. Sick leave must be used in half (1/2) hour increments and a minimum of one (1) hour must be used for each subsequent twelve month periodabsence. The entitlement Eighty (80) hours of sick leave per year may be used for a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall be pro-rated for part time employees except mean the employee’s spouse or partner, the parents of the spouse, the parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “partner” means that a part time employee relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s common welfare, there are significant shared financial obligations, and there is a shared primary residence. This relationship must have existed for at least one (1) continuous year before benefits under this Article may be provided. Employees shall receive no fewer than consult with Human Resources to determine if they are eligible for benefits available under the federal or state family medical leave statutes. A medical examination or doctor's certificate may be required on account of use of sick leave for five (5) working or more consecutive workdays, or because of repeated absences on days preceding or days following a holiday or weekend. When a medical examination or doctor's certificate is required on account of use of sick leave for the first twelve months of employment and a minimum in excess of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a requestconsecutive workdays, the decision maker is expected to seek appropriate guidanceSchool shall pay the difference between the cost of obtaining such certificate and the amount covered by insurance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Any employee needing to utilize sick leave must contact his/her immediate supervisor prior to or during the provisions first hour of this clause each day of absence, stating the parties note:
(a) On appointment necessity for the absence so that time records can be properly maintained, and work schedules realigned. Where a relatively long period of absence is anticipated, the employee need only contact his/her supervisor on the first day of the absence but must state at the time the estimated date of return. The employee is required to submit to the appropriate administrator a DHBletter or a suitable form giving the reason for absence. Employees may be absent without loss of pay, a fulltime employee within the limits stated below. Absences shall be entitled charged to sick leave. A full-time ten (10) working days leave for sick or domestic purposes month employee during the first twelve months of employment, and up to an additional fiscal year shall be advanced ten (10) working days for each subsequent of sick leave. A twelve (12) month period. The entitlement employee shall be proadvanced twelve (12) days during the first fiscal year. A full-rated time ten (10) month employee, after the first fiscal year, shall be advanced fifteen (15) days of sick leave. A full-time (12) month employee, after the first fiscal year, shall be advanced eighteen (18) days of sick leave. Sick leave shall be prorated for part time employees except that who have been in duty status for less than twelve (12) months. A new employee or a part time employee shall receive no fewer than rehire must be on duty at least five (5) working days qualifying months during a fiscal year to be eligible the following year for the higher advanced rate of sick leave. A regular part-time or ten (10) month employee shall be advanced sick leave in proportion to the time worked. All unused sick leave is cumulative. An employee on less than a twelve (12) month schedule, who is employed for additional periods of duty on a temporary basis, is permitted to use sick leave during these periods. Such an employee shall receive sick leave for the first twelve months additional term of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation proportion to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leaveworked. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the An employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave of absence requiring Board action shall not be advanced sick leave. An employee who becomes seriously ill while on vacation may have his/her vacation extended or take vacation at a charge against later date. A serious illness is one that requires hospitalization or is of prolonged nature. This illness must be confirmed by the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to attending physician. An employee who, while on vacation, has a maximum death in the immediate family, or of 260 daysa close relative, may have his/her vacation extended or take vacation at a later date. Any unused portion An employee who leaves the employ of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and Board will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.granted sick leave days accumulated during prior service if he/she returns to duty within one (1) year. Ten
Appears in 3 contracts
Sources: Master Agreement, Master Agreement, Master Agreement
Sick Leave. 18.1 20.01 Pay for sick leave is granted for the sole and exclusive purpose of protecting employees against loss of income during periods of legitimate illness and shall be granted on the following basis: In applying determining eligibility for sick leave hereunder, the provisions Employer shall take into consideration other than purely physical illnesses such as severe stress, anxiety or psychological exhaustion resulting directly from an employee's performance of this clause the parties note:job duties.
(a) On appointment Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per calendar month of active employment for all full-time employees covered by this Collective Agreement to a DHB, a fulltime employee shall be entitled to ten maximum accumulation of one hundred (10100) working days regardless of service. Sick leave shall accumulate on the basis of one and one-half (1 1/2) days per calendar month of active employment on a prorated basis for sick or domestic purposes during the first twelve months all permanent part-time employees covered by this Collective Agreement to a maximum accumulation of employment, and up to an additional ten one hundred (10100) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary prorated basis regardless of the employee’s start dateservice.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will All permanent employees shall be credited on the date of their anniversary when they received their last allocation hire, in addition to (a) above, with five (5) days of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwiferycredit, prorated for permanent part-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)time employees.
(c) The employee All full-time and permanent part-time employees who have completed three (3) calendar months' continuous service and all new employees who complete three (3) calendar months' continuous service shall, in addition to the foregoing, be entitled to sick leave credits at 66 2/3% of their regular straight time salary for a period not to exceed one hundred (100) days. It is understood, however, that any sick leave under (a) and (b) above, shall first be paid at relevant daily pay as prescribed in exhausted and deducted from the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay one hundred (T1 rate only). A medical certificate may be required to support the employee’s claim100) day maximum.
(d) In the event A full-time and a permanent part-time employee returning to work following an employee has no entitlement left, she/he may illness shall retain any unused sick leave credits and resume accumulation under Subsection (a) above; additional sick leave credits as provided under (c) above shall again be granted an additional 10 available on completion of thirty (30) consecutive days with a minimum of fourteen (14) hours of work per annum. In considering the grant week as part of leave under this clause the employer shall recognise that discretionary sick and domestic leave is a graduated return to ensure the provision of reasonable support work plan following a return to staff having to be absent work from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstancesillness.
(e) Reasons for Sick leave credits provided herein shall continue to accumulate during an employee's illness up to the month the employee goes on to Long Term Disability, provided the employee is covered under such plan, otherwise to a refusal shall, when requested by limit of three (3) months following the employee, be given in writing and before refusing a request, commencement of any illness. It is understood sick leave is not payable during the decision maker period an employee is expected to seek appropriate guidancereceiving benefits under the Long Term Disability Plan.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up Full-time employees regularly employed for more than twenty-four (24) hours but less than full-time shall be entitled to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, sick leave in accordance with all of the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇foregoing provisions prorated in the proportion that their regularly scheduled hours of work bear to the full-time hours of work for employees in their classification; such proration shall apply only to the rate of accumulation.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Section 1. Full-time employees shall be entitled to ten sick leave with pay up to fifteen (1015) working days leave for per year, subject to satisfactory medical evidence if required, beginning at the time of initial permanent employment in the bargaining unit. Unused sick or domestic purposes during the first twelve months of days in any twelve-month period, after initial permanent employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be proallowed to accumulate to a total of three hundred (300) days, to be available solely for the purpose of paid sick leave and not for vacation or terminal leave purposes. However, for the purpose of Section 7 of this Article, the maximum accumulation is two hundred twenty-rated five (225) days. For purposes of calculating sick leave entitlement and accumulation, time spent on long-term leaves of absence for part time employees illness, injury, or other reasons shall not count toward sick leave entitlement and accumulation except that a part time as provided by law (FMLA).
Section 2. Each employee shall receive annual notice of his accrued sick leave no fewer later than second week of September of each year. An employee shall be notified when his absences exceed his accumulated sick leave. No additional sick leave shall be awarded except by decision of the Employer at its sole discretion.
Section 3. Employees shall be required to call in due to illness at the earliest possible opportunity, but in no event later than one hour before their normal starting time if on the first shift; and no later than two (2) hours before normal starting time if on the second shift; such calls to be directed to the Director of Facilities, or his designee, and the school’s main office. If the employee fails to make the proper notification, the Employer may institute disciplinary action.
Section 4. After 2 consecutive days of sick day use by an employee, the Employer may require medical evidence. When within the course of a fiscal year, an employee has used at least 7 sick days, or an employee has demonstrated a pattern of sick leave use (i.e. Mondays/Fridays, extension of holidays, etc), the employer may require medical evidence when an employee is out sick for any amount of time. Paid sick leave days are subject to satisfactory medical evidence when required by the Employer, including, if the Superintendent shall direct, an examination by a physician mutually agreed to by the Custodian and the Superintendent, at no additional expense to the Custodian. The doctor’s decision shall be final.
Section 5. Vacation leave may be used for sick leave at the employee’s option if his available sick leave days have been exhausted.
Section 6. In case of an absence from work which is caused by an accident or injury occurring while the employee was actively at work under this Agreement, the Employer shall, for a period not to exceed two calendar years from the date of the alleged accident or injury, make up the difference between the employee’s regular wages and the amount received by the employee under Workers' Compensation, and days absent beyond the first five (5) working days of absence because of such accident or injury shall not be charged against the accrued sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will , nor shall the amount of such differential payments be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge charged against the employee’s accrued sick leave. The employee is obligated to reimburse the Town of Weston promptly for any duplicate payments arising out of delays in Workers' Compensation remittances. The Employer reserves the right to require the employee to undergo physical examinations by Town-appointed and domestic leave entitlementTown-paid physician(s) as a condition of continuation of benefits under this Section.
(i) Employees can accumulate their entitlement up to Section 7. At such time as a maximum of 260 days. Any unused portion full-time employee either retires from the service of the first five days entitlementSchools, up or resigns from the service of the Schools with at least twelve (12) years of full-time continuous service in the bargaining unit as a permanent employee, he shall receive payment for 50% of his accumulated unused sick leave -- as limited by Section 1 of this Article -- at the rate of his then current regular compensation as specified on Appendix C of this Agreement and as qualified under Article VI, Section 2C. An employee hired on or after July 1, 1999 shall receive payment for 25% of his accumulated unused sick leave - as limited by Section 1 of this Article.
Section 8. When an employee dies, his/her estate or beneficiary shall be entitled to a maximum the sick leave payment to which the employee would have been entitled under the provisions of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Section 7 above.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying (Refer to Section 3.12.070 of the provisions Personnel Rules):
A. The objective of this clause section is to provide methods of furthering the parties notehealth and general welfare of City employees, as well as ensuring maximum and reasonable job attendance. ▇▇▇▇ leave should not be viewed as a right to be used at the employee's discretion; rather it is a privilege of paid time away from work duties in the event of one (1) of the following circumstances:
1. Actual illness or injury of the employee that occurred away from the job setting, except where such injury/illness occurred in connection with off-duty (aoutside) On appointment to a DHBemployment when an injury is job-related, a fulltime the employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days charged with sick leave for usage only to the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave extent that their salary is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the covered by ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇’s Compensation.
2. The employee's exposure to a contagious disease.
3. Where the employee’s medical attention to an immediate family member is required. Immediate family member includes any person living in the employee’s immediate household and as defined pursuant to Municipal Code 3.00.420.
4. Emergency leave due to the death or imminent death of family members.
B. Accrual/Use: Sick leave is accrued by all classified employees on the basis of biweekly payrolls based upon eighty (80) hours of paid time per pay period for all employees except 24-hour workers whose accrual will be based upon one hundred and twelve (112) hours per pay period. On each day following completion of one (1) month of continuous service, eligible full-time employees shall receive credit for eight (8) hours or one-half (1/2) of a 24-hour shift leave with pay, the first five total of which shall not exceed twelve (12) days or six (6) shifts in each any twelve (12) month period. Thereafter they Sick leave may be used for those purposes listed above. Employees on a modified schedule work assignment shall accrue sick leave on a pro rata basis of hours worked. Maximum accumulation of sick leave shall be paid at the ordinary rates of pay (T1 rate only)unlimited. A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he Employees may be granted an additional 10 days per annumsick leave in minimum units of one-half (1/2) hour for those reasons specified in Subsection A, provided that such time has been earned. In considering Department heads may require probationary employees to support each incident of sick leave use after the grant first twenty-four (24) hours of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision taken by use of reasonable support to staff having a medical certification of a health care provider as set forth in section G below. Employees shall not use sick leave for disabilities determined to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and job related, except as provided for in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion Section 3.12.100 of the first five days entitlementRoseville Municipal Code, up nor shall employees be allowed to a maximum use sick leave for the sole purpose of 15 days, can be carried over utilizing such accrued time prior to separation from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇service.
Appears in 3 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
Sick Leave. 18.1 In applying 36.01 Pay for sick leave is for the provisions sole and only purpose of this clause protecting a full time employee against loss of income due to sickness or accident and will be granted to full time employees on the parties notefollowing basis:
(a) On appointment to a DHB, a fulltime Sick Leave means the period of time an employee shall be entitled to ten (10) working days leave for is absent from work with full pay by virtue of being sick or domestic purposes during disabled or for the first twelve months time absent from work for examination or treatment by a physician or other medical professional because of employment, an accident for which compensation is not payable under the Workplace Safety and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days Insurance Act provided sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datecredits are available.
(b) Employees All full time employees entitled to benefits who move between DHBs have successfully completed their probationary period will take their accrued be entitled to paid sick leave balance with themhourly credits for each full month worked. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation The accumulation of sick leave at their previous DHBhourly credits is based upon ten (10) hours earned for each month worked for full time employees working forty (40) hours per week. Employees All other employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their qualify for sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee hour credits shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five receive 7.5 hours per month worked. Sick days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up accumulated to a maximum of 5 days800 hours.
(g) At 36.02 When an employee is laid off or absent from work as a result of an approved leave of absence, pregnancy/parental leave, or is in receipt of benefits under the employerWorkplace Safety and Insurance Act, he/she shall not continue to accrue sick leave credits for the period of such absence but shall retain his/her accumulative credit, if any, existing at the commencement of the layoff or absence for the length of time he/she retains his/her seniority. Such employee shall not be eligible to use his/her sick leave credits accumulated if, due to layoff or bumping, he/she is now employed in a job class to which the sick leave credits do not extend.
36.03 It is the responsibility of each employee to notify the Employer of any absence and anticipated return to work as immediately as possible.
36.04 The Employer may require a doctor’s discretionreport regarding an employee’s sickness at any time. In any case, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due who is absent from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.work for more than three
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions Sick Leave - Each employee shall earn 4.6 hours paid sick leave upon completing each 80 hours of regular service. Sick leave hours are accumulated for hours worked on overtime. Unused sick leave shall be accumulated without limit. Sick leave shall be used in good faith. A violation of this clause Article is subject to Article VI of this Agreement (Corrective Action).
1. An employee who moves from one office of the parties note:
(a) On appointment Sheriff to a DHBanother with no break in service, a fulltime employee shall be entitled or who is hired from another public employer in Ohio to Sheriff’s Office employment within ten (10) working days years of his prior service, shall be credited with the unused or unconverted balance of his sick leave accumulated in his prior service. The employee is responsible for obtaining certification of his previously accumulated sick leave.
2. Employees may use sick leave for absence due to personal illness, pregnancy, injury, exposure to contagious disease which could be communicated to other employees, and for absence due to illness, injury or death in the employee’s immediate family.
3. Abuse of sick leave may be grounds for disciplinary action.
4. “Immediate family” for purposes of sick leave, other than for funeral leave, include: parents, spouse, children, and step-children.
5. An employee who is absent due to one of the above reasons must report his absence to the Sheriff’s Office at least one (1) hour before his shift begins or domestic purposes during prior to reporting off sick while on duty.
6. When sick leave is used it shall be deducted from the first twelve months employee’s sick leave credit on the basis of one quarter (1/4) hour of sick leave for every quarter (1/4) hour of absence from previously scheduled work.
7. Upon death of an employee, unused accumulated sick leave shall be paid to his spouse, children or parents, if any, in that order, or to his -estate. Payment for accumulated sick leave at the time of death shall be based on the employee’s regular rate of pay at the time of his death, with one such hour of pay for every three (3) hours of accumulated sick leave.
8. Upon separation from employment, and up to an additional the Sheriff will pay employees who have ten (10) working days years of service with the department one-fourth (¼) of their accumulated sick leave.
9. If an employee’s illness or disability continues beyond the time covered by his earned sick leave, he may request an unpaid disability leave or other unpaid leave of absence. Employees may also use earned vacation time or compensatory time after exhausting sick leave, but before applying for each subsequent twelve month periodan unpaid leave.
10. The entitlement An employee shall be pro-rated for part credited with an additional eight (8) hours of compensatory each time employees except that a part time employee shall receive no fewer than five (5) working days they do not utilize any sick leave for the first twelve months a period of employment and a minimum of five six (56) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annummonths. In considering the grant of leave under accordance with this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretionprovision, an employee may would be granted further anticipated sick or domestic leaveeligible for two days maximum per year. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid The six month periods are defined as January to the employer. The employer may deduct monies due from end of June and July to the final payend of December each year.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. New Employees shall be entitled to paid sick leave earned at the rate of 7 1/2 hours for each month of employment in the first calendar year. Thereafter, Employees shall be entitled to a total of 112.5 hours of sick leave. Sick leave may be accumulated from year to year provided that at no time will an Employee be entitled to accumulate more than 1350 working hours of sick leave during any one year, including the hours earned or to be earned in the current sick leave year. Thereafter, any unused annual sick leave is converted to vacation hours on the basis of 7-1/2 hours for each 22-1/2 sick leave hours. At retirement or termination after ten (10) working days years of service, the Employee will receive one-third (1/3) of unused accumulated sick leave computed on the basis of final salary.
2. Pay for any sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement leave shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for at the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodEmployee's regular pay.
3. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional Emergency sick leave is granted to an Employee whose spouse, child or parent has an illness, is under a physician's care and requires custodial support. The Employee may apply for Emergency Leave and utilize his/her Sick Leave or accrued Sick Leave. The application shall be submitted in advance to the resultBoard of Freeholders for consideration and shall contain the proper documentation. If the Emergency Leave is granted by the Freeholders, it the employee may utilize his/her Sick Leave or accrued Sick Leave for said leave, not to exceed three months. If the County modifies the Emergency Sick Leave Policy during the term of this Agreement, then the new Policy will be granted. Calculation is based on extended to the anniversary of the employee’s start dateemployees covered by this Agreement.
(b) Employees 4. Extended sick leave is granted to an Employee who move between DHBs will take their has exhausted his/her accrued sick leave balance with themdays, whose disabilities continue and is under a doctor's care. Future annual Extended sick leave entitlement will be on is available for a period of twenty-six (26) weeks at the date rate of their anniversary when they received their last allocation fifty (50%) percent of the Employee's base pay. Extended sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)is available upon medical documentation.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Section 27.1 The term ‘active pay status’ shall include all regular (straight time) hours actually worked and all hours on paid sick leave, paid vacation leave, paid compensatory time, and/or paid injury leave. No sick leave or vacation leave shall accrue while an employee is on disciplinary suspension, approved leave of absence (including FMLA leave), unpaid sick leave, or while in overtime status. Sick time, although paid time, shall not be counted as hours worked for overtime purposes unless accompanied by a doctor’s note.
Section 27.2 An employee may request use of sick leave for absence due to illness, injury, and/or exposure to contagious diseases that could be communicated to other employees and illness, injury or death in the provisions employee’s immediate family. The Chief of Police shall investigate each request for use of sick leave. Sick leave use can be denied when such investigation indicates that the request is not in compliance with this clause paragraph, or when sick leave use is abusive, repetitive, or excessive as determined in the parties note:Chief’s judgment and discretion. Unused sick leave shall be cumulative on an unlimited basis for employees who commenced full-time employment with the City on or before January 1, 2014, only a maximum of 1440 hours shall be payable upon death or retirement which results in receipt of OPERS, OP&F or Social Security payments. For employees who commenced full-time employment with the City on or after January 1, 2014, only a maximum of 240 hours shall be payable upon death or retirement which results in receipt of OPERS, OP&F or Social Security payments.
(a) On appointment to a DHB, a fulltime employee Section 27.3 40 hour employees - 40-hour employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve completed month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days of service, to sick leave of 10 hours with pay, i.e., for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a partevery hour in active pay status, 40-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hour employees will accrue 0.05769 hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHBcredit. Employees who move Sick leave credit shall not exceed 10 hours per calendar month or 120 hours per calendar year.
Section 27.4 “4 & 2" schedule employees - “4&2" schedule employees shall be entitled for each completed month of service, to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance of 10.625 hours with them and pay, i.e., for every hour in active pay status, “4 & 2" schedule employees will accrue 0.06147 hours of sick leave credit. Sick leave credit shall not exceed 10.625 hours per calendar month or 127.5 hours per calendar year. Example of administration of sick leave policy: When an employee uses sick hours in excess of the number of hours he or she has “on the books’, the excess leave time will be allocated sick leave based unpaid. Accumulation of 10 hours per month is credited to the employee upon completion of the month (actually added on 18.1 the last pay day of month). Example: January 31 S/L on books 16 hours February 14, 15, 16 S/L used (a).
(c18 hours) Balance -2 hours At the time of illness only 16 hours are on the books, consequently, payroll will show 2 hours not paid. The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent furnish a satisfactory statement from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation a medical practitioner to the employee and in effect that the quickest time possible, taking into account absence was caused by illness due to any of the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full paycauses set forth above. Such leave statement shall not be include a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion description of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year illness or injury and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇estimated return-to-work date.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled to earned at the rate of seven (7) hours per calendar month of service. Sick leave shall be earned from the employee's first date of work. Sick leave credit shall be earned for any month in which the employee has been in pay status for ten (10) working or more workdays. A part-time employee shall earn sick leave in the same proportion as his/her part-time service bears to full-time service. For new hires only, they shall receive two (2) days of sick credit leave upon hire. These days are to be considered “front-loaded” or issued in advance. Upon reaching their third month of employment and having been in pay status for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve or more workdays in that third month period. The entitlement they shall again be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days eligible to earn sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodcredit. From 1 March 2012 where a part-time An employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional may accumulate unused sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 daysone thousand forty (1040) hours. However, the amount of unused sick leave accruals which can be credited towards School service for retirement purposes shall be seven hundred twenty (720) hours. When the maximum limitation has been accumulated, hours that would normally thereafter be earned shall lapse but shall be recorded by the Human Resources Office. Any employee who has such lapsed sick leave to his/her credit may apply to the Executive Director to have up to one hundred forty (140) hours of the sick leave restored in the event of an extended illness. The Executive Director at his/her discretion may authorize restoration of such lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. The Executive Director’s decision regarding the use of lapsed sick leave shall be final.
(g) At the employer’s discretion, an employee 2. Sick leave may be granted further anticipated sick used for illness, necessary medical or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will dental care that cannot be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients scheduled during non-work hours, or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against disability of the employee’s . Sick leave must be used in half (1/2) hour increments and a minimum of one (1) hour must be used for each absence. -Seventy (70) hours of sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to per year may be used for a maximum of 260 days. Any unused portion member of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with employee's immediate family which requires the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.attention or presence of
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Section 1. All Employees shall be entitled to sick leave with pay for personal illness, in proportion to regular hours worked, up to ten (10) working days leave for sick or domestic purposes during per year, beginning at the first twelve months time of initial permanent employment, and up to an additional . No more than four of the ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days annual sick leave days may be used by an employee for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary care of the employee’s start dateill minor children. A minor child is defined as a child under the age of eighteen years old. If an employee is seen as having a pattern of sick leave abuse, the Superintendent or designee may require medical evidence at any time, with copy of the request to be sent to the Union President. Sick leave for new Employees shall be credited at the rate of one (1) day per month during the first year of service in the bargaining unit but shall not be paid unless the new employee remains in the unit following the successful completion of the probationary period specified in Article IV Section 4. Unused sick days in any (10) month period thereafter shall be allowed to accumulate up to a total of ninety-five (95) days, to be available solely for the purpose of paid sick leave and not for vacation or terminal leave purposes. An employee who has no sick leave absences in a given work year shall be eligible for an additional day’s pay (based on the Employee’s regular hours) at the conclusion of that work year.
(b) Employees who move between DHBs will take their Section 2. Each Employee shall receive annual notice of her accrued sick leave balance with themno later than February 1st of each year. Future annual An Employee shall be notified when her absences exceed her accumulated sick leave. Additional sick leave entitlement will may be on awarded by the Employer at its sole discretion.
Section 3. Employees shall be required to call in due to illness at the earliest possible opportunity, but in no event later than two (2) hours before their normal starting time; such calls to be directed to the Director Food Services or her designee.
Section 4. In the case of an absence from work which is caused by an accident or injury occurring while the Employee was actively at work under this Agreement, the Employer shall, for a period not to exceed 90 calendar days from the date of their anniversary when they alleged accident or injury, make up the difference between the Employee’s regular wages and the amount received their last allocation by the Employee under Workmen’s Compensation, and days absent because of such accident or injury shall not be charged against the accrued sick leave of the Employee, nor shall the amount of such differential payments be charged against the Employee’s accrued sick leave subject to medical review, the period may be extended by up to 90 days before termination of this difference payment. The Employee is obligated to reimburse the Town of Weston promptly for any duplicate payments arising out of delays in Workmen’s Compensation remittances. The Employer reserves the right to require the employee to undergo physical examinations by Town- appointed and Town-paid physician(s) as a condition of continuation of benefits under this Section. While on such leave the employee’s sick leave accrual shall be frozen; the employee shall not accrue sick leave until his/her return to active service, subject to application of the Family Medical Leave Act.
Section 5. Leave of absence for extended illness, not to exceed six (6) working months, may be granted without pay at the request of the Employee, subject to the discretion of the Employer.
Section 6. At such time as an Employee with 12 years of service in the Unit retires from the service of the schools, she shall receive payment for 50% of her accumulated unused sick leave at their previous DHBthe rate of her then current regular compensation as specified on Appendix “C” of this Agreement. Employees who move This provision shall not apply to another DHB any Employee hired after a break January 1, 1996 provided, however, that employees eligible for this benefit will be eligible for payment of 3 months or more and who are not involved in midwifery-related activities, will not be able up to take 47.5 days if their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month periodaccumulation has grown to 95 days. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) Article X: Funeral Leave In the event of death in the immediate family of an employee has no entitlement leftEmployee, she/he she may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement with pay up to a maximum of 5 three (3) working days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such such leave shall not be a charge against charged to sick leave or vacation leave. Additional days may be granted by the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up Superintendent upon written request by the Employee, when the Employee is required to a maximum of 260 days. Any unused portion travel out of the first five days entitlementconfines of New England. Such discretion shall not be unreasonably exercised. For the purposes of this Article and all other relevant portions of this Agreement, up to a maximum “immediate family” shall be defined as parent, spouse, child, brother, sister, parent of 15 daysspouse, can be carried over from year to year significant other, grandparent and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇grandchild.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee SECTION A. Employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates absence without loss of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested sickness upon application by the employee, be given in writing . Subject to Sections B and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretionC, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave up to fifteen (15) days under this provision in any one fiscal year.
SECTION B. Unused "Sick Leave Days" not taken in advance and still remaining outside any one fiscal year may be accumulated for use in the entitlement will be paid to future, but such accumulation shall not exceed one hundred twenty (120) days, or the employernumber of sick leave days accumulated by the employee as of June 30, 1987, whichever is higher. The employer may deduct monies due An employee who retires from the final City service under its retirement plan or voluntarily resigns in good standing shall receive fifty (50%) percent of all unused accumulated leave under this Section at his then current rate of pay.
1. An employee may cash out their unused annual sick leave, up to a maximum of seven and one-half (h7 1/2) Where days (one half of he total fifteen days accrued) at their hourly rate at the time the leave was accrued. Such requests for cashout must be submitted to the Finance Department through the appropriate Department Head within thirty (30) days after the start of a new fiscal year.
2. The employee may have the unused sick leave accrued at a rate of one hundred (100%) percent added to their reserve sick bank, up to a maximum of one hundred ninety (190) days, as set forth in paragraph two of this Section. In order to be eligible for the annual cashout provision outlined in subsection 1 of this Section, an employee's sick leave bank must remain at a level of at least one hundred twenty (120) days. An employee may not cashout sick leave under the annual cashout provision that would reduce their sick leave bank to a level below one hundred twenty (120) days.
SECTION C. Permanent full-time seniority employees will earn and be credited with one and
SECTION D. For purposes of computing sick leave pay, a workday shall be considered to be the employee's normal daily scheduled hours paid at the employee's straight-time rate.
SECTION E. The City may require that employees provide specific and detailed medical data from the employee's doctor stating the cause of the absence upon request of the Department Head or whenever sick leave exceeding three (3) consecutive workdays is suffering from a minor illness which could have a detrimental effect on the patients taken pursuant to this Article. Failure to provide or other staff in the employer’s carefalsification of such evidence will be cause for discipline. Abuse of sick leave will be cause for disciplinary action. In determining abuse, the employer City may consider frequency or pattern of usage or the underlying circumstances. Discipline invoked under this Section shall be progressive and corrective in nature. The City may, at its discretion, either: • Place require that employees submit to physical and mental tests and examinations by a City-appointed doctor whenever sick leave is taken pursuant to this Article, provided, however, that the employee on suitable alternative duties; or • Direct City will pay the cost of such tests and examinations.
SECTION F. The City reserves the right to require an employee to take an involuntary sick or health leave on full pay. Such leave shall not be of absence if the employee suffers from a charge against the employee’s sick and domestic leave entitlementdisability, mental or physical, as shown by medical evidence.
SECTION G. Employees who have exhausted their sick leave credit and are still unable to return to work may be allowed to utilize any unused vacation credits upon written request.
SECTION H. Employees who are laid off shall have available any unused sick leave previously earned, effective at the time they are recalled.
SECTION I. An employee shall be entitled to three (i3) personal days per calendar year,
SECTION J. The Union may establish a sick leave bank to be used in the event a member exhausts all other leave benefits due to illness or injury. Employees can accumulate their entitlement may contribute up to a maximum ten (10) hours of 260 dayssick leave per year for each year of service to the City. Any unused portion These hours may be placed in the sick leave bank as they are needed. Distribution by the Union to full-time employees shall be subject to the approval of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇City.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
Section 1. Employees hired prior to January 1, 2018 shall earn one and one-quarter (a1¼ ) On appointment to a DHBdays, a fulltime employee shall be entitled to or ten (10) working days leave for sick or domestic purposes during the first twelve months hours, of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for each month of active service and may accumulate without limit.
Section 2. Sick leave may be used in the first twelve months event of employment and a minimum personal illness, pregnancy, contact with contagious disease, or employee injury sufficient to necessitate absence from work.
Section 3. Employees shall not be penalized for legitimate use of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave. The occurrences for unscheduled time off in Article 29, Section 2 and the attendance occurrences in Article 28 shall not be interpreted as penalties for sick leave usage.
Section 4. The City will supplement an employee’s regular sick leave by providing compensation equal to one-half (½) his or her regular daily sick leave rate for a number of days corresponding
A. The employee must have fully utilized his or her regular sick leave accumulation as well as all accumulated, holiday, personal and compensatory leave, and all but eighty (80) hours of vacation leave prior to receiving extended sick leave benefit.
B. Sick leave accumulation must equal thirty (30) days at the point when an employee’s continued absence began.
C. Eligibility for supplemental sick leave must be evidenced by a physician’s statement.
D. Monies for supplemental sick leave benefits would not be subject to payment at retirement or death of the employee.
E. In instances of work related injuries, supplemental sick leave benefits would not be applied when the employee is eligible or is receiving weekly benefits under applicable Workers’ Compensation laws.
Section 5. An employee who was hired prior to January 1, 1995 and is eligible and retires shall be eligible to receive seventy-five percent (75%) of the value of his or her accumulated sick leave. An employee who was hired on or after January 1, 1995, and is eligible and retires shall be eligible to receive fifty percent (50%) of the value of his or her accumulated sick leave. For purposes of the benefits in this paragraph, the maximum sick leave accumulation shall be one hundred fifty (150) days or twelve hundred (1200) hours.
Section 6. Employees, who die as a case-by-case basisresult of their employment with the City to the extent that the family is eligible to receive Workers’ Compensation, a calculation comparing actual hours versus contracted hours then said family will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary eligible to receive full payment of the employee’s start date.
(b) Employees who move between DHBs will take their accrued accumulated sick leave. For purposes of this section, the maximum sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee accumulation shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five one hundred fifty (150) days in each or twelve month period. Thereafter they shall be paid at the ordinary rates of pay hundred (T1 rate only). A medical certificate may be required to support the employee’s claim1200) hours.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment Sick leave allowance for employees shall be used only for bona fide illness or injury suffered off the job. The Employer may require a doctor’s certificate or other verification of illness or injury acceptable to the Employer. Any employee found to have abused sick leave benefits by falsification or misrepresentation may be disqualified for sick leave benefits for the absence. Each regular full time employee covered by this contract will earn sick leave at the rate of one-half ( V i) day per calendar month worked and each regular part-time employee (one who has worked for the Employer one year or more and who has averaged twenty-four (24) hours of work weekly for the year immediately preceding his anniversary date of employment) will earn sick leave on a DHB, a fulltime proportion based upon his average hours worked in each month. Earned sick leave shall be cumulative up to fifteen (15) days. Each employee who has been in the service of his Employer for one year or more shall be entitled to ten use earned sick leave as follows: each succeeding seven (107) working days leave day period. First day hospitalized through seventh — full day’s pay. Eighth through accrued amount — one-half day’s pay for sick or domestic purposes during each of the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave in each succeeding seven (7) day period. Third through accrued amount — one-half day’s pay for each of the first twelve months of employment and a minimum of five (5) additional working days in each succeeding seven (7) day period. First day hospitalized through seventh day — one-half day’s pay. Eighth through accrued amount — one-half day’s pay for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datefirst five (5) days in each succeeding seven (7) day period.
(b) Employees who move between DHBs will take their accrued Regular part-time employees as defined herein shall be entitled to use earned sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move above formula in proportion to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)average hours worked.
(c) The employee Sick leave benefits shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they apply only to bona fide cases of illness and injury off-the-job and shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required not apply to support the employee’s claimon-the-job-accidents.
(d) In Illness or accident extending beyond fifteen (15) days shall be governed by Article X, Leave of Absence. An employee who returns to work in the event an same work week as the illness or accident occurs shall be restored to that week’s work schedule. An employee has no entitlement left, she/he may returning to work during the remainder of the fifteen (15) day period shall be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation restored to the employee and in work schedule not later than the quickest time possible, taking into account second day after notifying the following: • The employee’s length Employer of service • The employee’s attendance record • The consequence of not providing his availability provided the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker em ployee is expected able to seek appropriate guidanceresume his normal duties.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Grocery Produce Working Agreement
Sick Leave. 18.1 In applying 27.01 Reflecting the provisions intent that employees shall have income protection either through salary continuation or eligibility for long term disability benefits where absence from work is due to non-occupational illness or injury, employees shall be entitled to authorized leave and to salary continuation for absences due to non- occupational illness or injury in accordance with the terms of this clause Article provided that the parties noteemployee satisfies NAV CANADA of his or her inability to work in such manner and at such time as may be determined by NAV CANADA.
27.02 In the event that an employee is absent from work under this Article, salary continuation will be provided. However, where an employee is absent for a continuous period in excess of one hundred and thirty (130) days, salary continuation will cease as of the one hundred and thirty-first (131st) day at which time, the employee will become eligible for long term disability benefits. Absence is considered to be continuous if it is due to a recurrence of the same or related illness within any thirty (30) day period.
27.03 Salary continuation benefits will be as follows:
(a) On appointment salary continuation will be at one hundred percent (100%) of the employee’s normal salary for up to sixty-five (65) days in any twelve (12) month period;
(b) any salary continuation in excess of sixty-five (65) days in any twelve (12) month period shall be at seventy percent (70%)of the employee’s normal salary;
(c) if a period of continuous absence due to illness exceeds one hundred and thirty (130) days, the employee will be eligible to apply for long term disability benefits under the NAV CANADA long term disability program.
27.04 As of November 20, 1998 all further accumulation of former sick leave credits ceased and existing employee banks were frozen.
27.05 Employees who are absent from work due to a DHBnon-occupational illness or injury and who have accumulated sick leave credits as of November 20, a fulltime employee shall 1998 under the former sick leave program shall:
(a) in the event of absence due to non-occupational illness or injury, continue to use their accumulated sick leave credits in lieu of any DISP benefits or NAV CANADA Disability Insurance Plan entitlements until such time as their former sick leave credits are exhausted;
(b) upon exhaustion of former sick leave credits, be entitled to income security benefits under the DISP or NAV CANADA Insurance Plan as if the period of absence due to non-occupational illness or injury during which the sick leave credits expired had been a period solely under the DISP.
27.06 The use of former sick leave credits will not result in any loss of income protection eligibility either through the DISP or the NAV CANADA long term disability plan.
27.07 For the purpose of insuring the wellness of all employees in the bargaining unit, the bargaining agent and NAV CANADA will jointly sponsor, endorse and support a program to be done through a mutually agreed upon third party provider.
27.08 Application of this program will only be considered if an employee is absent under this clause for more than ten (10) working days leave for sick or domestic purposes during the first in any twelve months of employment, and up to an additional ten (1012) working days for each subsequent twelve month period. The entitlement shall be pro-rated , or for part time employees except that a part time employee shall receive no fewer than continuous period of over five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month perioddays. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours Its application will be done and if additional sick leave is subject to the result, it rules of privacy applicable in such cases.
27.09 The program will be granted. Calculation is based on utilized to ascertain the anniversary of the employee’s start datereasons for absences, to develop with an employee a program to assist in improved attendance or an early return to work.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement 27.10 All third party provider costs related to this program will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)borne by NAV CANADA.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 (1) In applying any fiscal year, contract faculty members and temporary long-term substitutes shall earn paid sick leave time at the rate of 1.0 day for each full school month of paid contract service.
(2) When a contract faculty member is absent from his/her duties because of illness or injury, whether or not the absence arises out of, or in the course of, employment, said faculty member shall be paid:
a. Full salary for such absence if that period does not exceed the unused portion of current and accumulated sick leave benefits.
b. Half salary for five school months beginning with the expiration of accumulated sick leave. This benefit shall be limited to one five-month period for any one illness or accident. The Governing Board may grant this leave for an additional period provided the faculty member has maintained a continuous contractual status with the District and has completed one full year of satisfactory service under an annual contract subsequent to the last leave granted under the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateArticle.
(b3) Employees Hourly paid faculty having a regularly-scheduled assignment shall earn and accrue sick leave at the rate of 1.64 hours for .1 instructional load (26.25 hours worked) or 3.83 hours for .1 non-classroom load (61.25 hours worked); or at the rate of one-half hour for each 8 hours paid if paid hourly.
a. Sick leave earned on an hourly basis may be used only during regularly-scheduled hourly employment, not in regular contract employment or for time outside the regular scheduled hourly assignment.
b. Sick leave earned in regular contract employment may not be used in connection with hourly employment.
(4) A faculty member who move between DHBs will take their does not use the full amount of full-pay sick leave earned in any fiscal year shall be given cumulative credit for such unused full-pay sick leave. The term "full-pay sick leave" as used in this Agreement includes all accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (aexcept as provided under Section 8.2.A.(2)(b).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying A. Employees with seniority shall accumulate twenty (20) hours of sick leave benefits a year, one and two-thirds (1.66) hours per month. Employees with the provisions minimum accrued hours, at least four (4), will receive sick pay from the first day off of this clause the parties note:
(a) On appointment a bona fide illness or injury. Sick leave is not to be paid when employee is receiving normal hourly compensation or is on a DHBholiday or is actually on vacation. With prior notification before returning to work, a fulltime employee shall note from a Doctor may be entitled to ten (10) working days leave required for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum absences of five (5) additional working days for or more days. (Effective January 1, 2024, this language shall no longer be in effect.) Employees shall begin to accumulate sick leave hours at time of hire and shall be eligible to utilize on the ninetieth (90th) calendar day of employment. Effective January 1, 2024, and each subsequent twelve month period. From 1 March 2012 where a January thereafter, part-time employee has used her/his sick leave, on employees shall receive a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional frontloaded sick leave is the result, it will be grantedbank of twenty (20) hours on January 1 each year. Calculation is based on the anniversary of the employee’s start date.
Employees hired after January 1 and employees who surpass their frontloaded bank shall earn one (b1) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation hour of sick leave for every forty (40) hours worked (one (1) hour for every thirty (30) hours worked in Seattle) during the calendar year (January 1 – December 31). Any sick leave hours earned in excess of the frontloaded amount during the calendar year shall be added to the frontloaded sick leave bank. Effective at the end of business December 31st of each calendar year, employees unused hours shall roll into their previous DHBsafe and sick leave bank and shall be available for future use. Employees that use safe and sick leave for legitimate reasons may not receive an occurrence for the time that is designated as safe and sick time. Benefits shall be payable for bona fide absences caused by illness, injury or accident of the employee or their family members, or other reasons as required by law, commencing the first scheduled working day. Sick leave is not to be paid for holidays. B. Effective December 31, 2023, a new “safe and sick leave bank” will be established for each employee. The new bank will consist of their existing Paid Sick Leave bank or their contractual bank, whichever is greater. Unused sick leave shall accumulate up to four hundred twenty (420) hours into a this new bank and it shall be the only bank going forward. Bank shall be available for future use with all banked hours treated as “protected leave”. Sick leave shall be deducted from the bank on an hourly basis in increments consistent with the Employer’s payroll system and practices. Benefits for full days off must be for eight (8) or ten (10) hours and must be scheduled workdays. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take have accrued four hundred twenty (420) hours into their sick leave balance with them bank shall continue to accrue hours into their sick leave bank on an annual basis and may receive the accrued hours over four hundred twenty (420) hours as pay or defer this as a pretax deduction into the “Teamster/UPS 401K Plan”. Eligible employees who want to defer the unused sick leave into the Plan will be allocated responsible to contact the administrator of the Plan prior to July 15th of each year. If no request to defer to the Plan is made, the money shall be received as pay on the fourth pay period following August 1, of each contract year. Employees who have accrued at least one hundred sixty (160) hours into their sick leave based bank: may continue to accrue hours into their sick leave bank on 18.1 an annual basis up to four hundred twenty (a).
420) hours; or may receive the accrued hours over one hundred sixty (c160) The employee hours as pay on the fourth pay period following August 1, of each contract year; or may defer this as a pretax deduction into the “Teamster/UPS 401K Plan”. Eligible employees who want to defer the unused sick leave into the Plan will be responsible to contact the administrator of the Plan prior to July 15th of each year. If no request is made to defer to the Plan or for payoff, the hours shall continue to accrue into the sick bank up to four hundred twenty (420) hours. All hours over four hundred twenty (420) shall be paid at relevant daily received as pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum fourth pay period following August 1, of 5 days.
each contract year. (g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.T/A – 3/27/23)
Appears in 2 contracts
Sources: Rider Agreement, Sort Addendum
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) 22.1 On appointment to a DHBappointment, a fulltime full time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. Sick leave can be accumulated to a maximum of 260 days.
22.2 The entitlement shall be pro-rated for part time employees except that a part part- time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) 22.3 The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the normal/ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) 22.4 In the event an employee has no entitlement left, she/he they may be granted an additional 10 days per annumannum pro-rated for part time employees. In considering the grant of leave under this clause the employer shall recognise recognize that discretionary additional sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances:
(e) 22.5 Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) 22.6 Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) 22.7 At the employer’s discretion, discretion an employee may be granted further anticipated sick or domestic leaveleave based on need and the employee’s willingness to engage with the employer to manage wellness.
22.8 Need shall be demonstrated by the following:
1. Any anticipated leave taken in advance and still remaining outside Nature of the entitlement illness or injury.
2. Recommendations by the treating Physician.
3. Willingness to engage with Occupational Health around the relevant issues. These requests will be paid to the employer. The employer may deduct monies due from the final payconsidered on a case by case basis with PSA consultation at member’s request.
(h) 22.9 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.:
Appears in 2 contracts
Sources: Mental Health & Public Health Nursing Multi Employer Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Unit employees shall be entitled to ten sick leave with pay, which shall be earned and accumulated at the rate of eight (108) hours per completed month of actual work to a maximum of one hundred ninety-two (192) working days hours. Employees who are requesting the use of sick leave must call Dispatch to speak with the Patrol Sergeant or Officer-in-Charge at least four (4) hours prior to their scheduled shift to be eligible for paid leave except in the case of an emergency. Such requests shall not be unreasonably denied provided the employee is actually sick or domestic purposes during the first twelve months of employment, and up otherwise unable to work due to an additional ten (10) working days for each subsequent twelve month periodunanticipated illness. The entitlement Police Chief or Town Administrator may order the employee to submit to a physical examination by a physician employed by the Town if they have reason to believe an employee may be feigning illness or injury. Proof beyond a reasonable doubt that an employee has been feigning illness or injury shall be pro-rated cause for part time employees except that a part time dismissal. In all cases when an employee shall receive no fewer takes more than five three (53) working consecutive days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on they shall submit a case-by-case basisdoctor’s certificate or these days shall be deducted from vacation time, a calculation comparing actual hours versus contracted hours will or in the event vacation time has been exhausted, he/she shall not be done and if additional paid for such days. Any employee may utilize sick leave is the result, it will be granted. Calculation is based on the anniversary to attend to an illness or doctor’s appointment for a member of the employee’s start dateimmediate family (spouse and children) in the event of an unforeseen emergency, however, leave requested for this purpose shall not exceed thirty-two (32) hours per year. Employees on extended sick leave (beyond 3 days) should apply for Family and Medical Leave, otherwise they may be placed on FMLA by the Town. In the case of employees who are eligible and entitled to leave under FMLA, any sick leave taken under this Section will count towards the amount of leave permitted under the Act. Employees who have used sick leave (or other accumulated leave pay) while waiting for disability insurance payments shall be required to buy back leave time upon receipt of such payments to ensure they do not earn more than one hundred percent (100%) of their pre- disability income. Employees who are absent from work due to illness in excess of three consecutive work days may be required by the Police Chief to obtain certification from their physicians that they are able to return to work. Employees whose medical care does not require a full day off from work shall be expected to report to work as scheduled and return to work as soon as possible.
(b) 12.2. A Employees who move between DHBs will take their accrued be credited with sick leave balance with themtime earned during the initial probationary period upon the successful completion of the probationary period. Future annual sick leave entitlement will be on The Police Chief may, under extenuating circumstances, authorize the date of their anniversary when they received their last allocation use of sick leave at their previous DHB. Employees who move to another DHB after a break during the probationary period upon written request of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employeea doctor’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancenote.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying
17.01 If illness prevents professional staff from performing their duties, the provisions University will provide sufficient sick leave to continue full regular pay through, but not beyond, the required waiting period for long term disability benefits.
17.02 Employees who will, after ninety (90) days, become entitled by reason of this clause disability to receive income protection at sixty-six and two-thirds per cent (66-2/3%) of their salary rate at the parties note:
time of commencement of the disability, will receive an additional thirteen and one-third per cent (a13-1/3%) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave of their basic wages for sick or domestic purposes during the first twelve months of employment, and up to four (4) months from the commencement of the time for which income protection payments are received or until the disability ceases, whichever is sooner.
17.03 No University employee may claim sick leave during a period of unpaid status. Unpaid status is when an additional ten employee remains on the University payroll, but receives no pay.
17.04 If illness prevents an employee from performing normal duties, they must, as per departmental practice, inform their Department Head.
17.05 If a department anticipates that an employee on sick leave will be away from work for more than thirty (1030) working days days, it must inform Human Resources to allow for each subsequent twelve month periodthe timely application for disability benefits, should it become necessary.
17.06 When the Workplace Safety and Insurance Act compensates an employee, the University will continue the employee's salary up to eligibility for long term disability (or, in the case of a temporary employee, to the limit of accumulated sick leave). The entitlement shall be pro-rated employee must reimburse the University for part time employees except that compensation received under the Act for which the University paid full salary. When a part time temporary employee shall receive no fewer than five (5) working days returns to work, the University will reinstate the sick leave used for the first twelve months of employment and a minimum period payable under the Act.
17.07 For absences of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside must provide medical evidence verifying the entitlement will be paid to the employerillness. The employer University may deduct monies due from the final payrequire evidence for shorter absences.
(h) Where an employee is suffering from 17.08 The University will credit a minor illness which could have person employed on a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement temporary basis with up to a maximum of 260 thirteen (13) days. Any unused portion of the first five days entitlement’ sick leave for potential use, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.as follows:
Appears in 2 contracts
Sources: Professional Staff Association Agreement, Collective Agreement
Sick Leave. 18.1 In applying
13.1.1 Sick Leave utilization shall be for an employee’s own physical and mental disability absences which are medically necessary and caused by illness, injury, maternity disability or quarantine.
13.1.2 For purposes of sick leave, full-time means an employee working five (5) days per week for twelve (12) months per calendar year shall be annually entitled to twelve (12) days of leave of absence for the provisions purpose of sick leave utilization. An employee covered by this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Agreement working less than full- time shall be entitled to ten (10) sick leave in the same ratio that their employment bears to full-time employment.
13.1.3 An employee, covered by this Agreement, working less than a full calendar year shall be annually entitled to the following days of leave for purposes of sick leave utilization: Number of Work Days (excluding vacation and holidays) based on yearly calendar submitted by program supervisor Sick Leave Earned 227 - 246 work days 12 days Additional work submitted on a time sheet is excluded for purposes of calculating sick leave. Sick leave under 13.1.2 and 13.1.3 is accumulated annually, without limit.
13.1.4 Unit employees working summer school will receive one (1) additional day of sick leave in July.
13.1.5 Employees, upon initial employment, shall be eligible to take not more than six (6) days, or domestic purposes during the proportionate amount of sick leave to which they are entitled, until the first twelve day of the calendar month following six (6) months of service. An employee who uses more than six (6) days of sick leave in the first six (6) months of employment will be docked a full day’s pay for each additional day of absence. Once the employee completes six (6) months of employment, and up he/she will be eligible to an additional ten use the remainder of his/her sick leave.
13.1.6 The Office reserves the right to require verification of any period of leave taken because of illness or injury upon probable cause for such verification. Prior written notice of the requirement shall be given the employee.
13.1.7 Regular classified employees shall once a year be credited with a total of not less than one hundred (10100) working days of paid sick leave, including sick leave days to which he/she is entitled as set forth in section 13.1.2 and 13.1.3, above. When such employee is absent from his/her duties on account of his/her own illness or accident for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five period of one hundred (5100) working days sick leave for or less, whether or not the first twelve months absence arises out of or in the course of employment and a minimum of five the employee, the employee shall be compensated at not less than fifty percent (550%) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateregular salary.
13.1.7.1 Employees will first use accumulated sick leave to receive full pay for absences charged to sick leave.
13.1.7.2 Upon exhaustion of accumulated sick leave, employees will be paid 50% of their salary for the remainder of the one hundred (b100) Employees days.
13.1.7.3 The paid sick leave authorized under this section shall be exclusive of any other paid leave, holidays, vacation or compensating time to which the employee may be entitled. This one hundred (100) work days of leave is not cumulative.
13.1.8 An employee who move between DHBs will take their leaves employment with the Office and does not complete a given year of service shall be charged for any unearned sick leave (as granted in 13.1.2 and 13.1.3) used as of the last date of employment. The used, but not accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support deducted from the employee’s claimfinal payroll warrant.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 12.1 In applying the provisions of this clause the parties note:: - their agreed intent to have healthy staff and a healthy workplace - that staff attending work unwell is to be discouraged and the focus is on patient and staff safety - that they wish to facilitate a proper recovery and a timely return to work - that staff can have sick leave calculated on an hourly basis.
(a) 12.2 On appointment to a DHB, a fulltime full time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary normal rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) 12.3 The employee can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily pay, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
12.4 In the event an employee has no entitlement left, she/he they may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: • - The employee’s length of service • - The employee’s attendance record • - The consequence consequences of not providing the leave • - Any unusual and/or extenuating circumstances
(e) 12.5 Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) 12.6 Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) 12.7 At the employer’s discretion, discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside excess of an employees entitlement at the entitlement will time of cessation of employment may be paid to the employer. The employer may deduct monies due deducted from the employees final pay.
(h) 12.8 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place :
12.8.1 place the employee on suitable alternative duties; or • Direct or
12.8.2 direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s employees sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum 12.9 The provisions of 260 days. Any unused portion this clause are inclusive of the first five days entitlement, up to a maximum special leave provisions of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ Holidays ▇▇▇ ▇▇▇▇.
12.10 Sick leave may be used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member.
12.10.1 It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation.
12.10.2 At the employer’s discretion, an employee may be granted leave without pay, where the employee requires additional time away from work to look after a seriously ill member of the employee’s family.
12.10.3 The production of a medical certificate or other evidence of illness may be required.
12.11 Sickness during paid leave: When sickness occurs during paid leave, such as annual or long service leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that:
12.11.1 The period of sick leave is more than three days and a medical certificate is produced.
12.11.2 In cases where the period of sickness extends beyond the approved period of annual or long service leave, approval will also be given to debiting the portion, which occurred within the annual leave or long service leave period, against sick leave entitlement, provided the conditions in 12.8 and 12.8.1 above apply.
12.11.3 Annual leave or long service leave may not be split to allow periods of illness of three days or less to be taken.
12.12 During periods of leave without pay, sick leave entitlements will not continue to accrue.
12.13 Where an employee has a consistent pattern of short term Sick Leave, or where those absences are more than 10 working days/shifts or more in a year, then the employee’s situation may be reviewed in line with the DHB’s policy and Sick Leave practices. The focus of the review will be to assist the employee in establishing practical arrangements to recover from sickness or injury.
12.14 Where an employee is incapacitated as a result of a work accident, and that employee is on earnings related compensation, then the employer agrees to supplement the employee’s compensation by 20% of base salary during the period of incapacitation. This payment shall be taken as a charge against Sick Leave up to the extent of the employee’s paid sick leave entitlement. The employer may agree to reimburse employees for treatment and other expenses or for financial disadvantage incurred as a result of a work related accident. This agreement will be on a case by case basis.
12.15 For non work-related accidents, where the employee requests, the employer shall supplement the employee’s compensation by 20% of base salary and this shall be debited against the employee’s sick leave up to the extent of the employee’s paid sick leave entitlement.
Appears in 2 contracts
Sources: Collective Agreement, Occupational Therapy Collective Agreement
Sick Leave. 18.1 In applying the provisions A. All full-time, permanent employees shall accrue one (1) working day of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee sick leave with pay for each month of service. The maximum accumulation of earned sick leave shall be entitled 1,000 hours. An employee will not accumulate any additional sick leave until such time as his/her accumulated balance falls below 1,000 hours. If an employee has accumulated over 1,000 hours of earned sick leave as of July 1, 2012, the employee may continue to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and accumulate up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days his/her sick leave for the first twelve months balance as of employment and a minimum that date. Upon retirement, an employee may choose to be paid 50% of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used herhis/his her unused sick leave, to a maximum of 450 hours at his/her current rate of pay. Upon retirement, unused accumulated sick leave may be converted to PERS retirement credit per the City’s contract with PERS. At the end of each calendar year, each employee has the option of being paid straight time for 25% of his/her unused sick leave of that year, transferring it to vacation, or leaving it in sick leave.
▇. Employees may transfer sick leave on a case-by-case basis, voluntary basis to a calculation comparing actual hours versus contracted hours will be done and if additional fellow employee who has exhausted all his/her sick leave is the result, it will and vacation leave due to an extended illness or injury. The transfer shall be granted. Calculation is based on the anniversary of the each employee’s start date.
hourly rate of pay and shall not exceed twenty-four (b24) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date hours of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) the hourly rate of pay of the receiving employee. The employee transfer shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for requested on a refusal shall, when requested form provided by the employeeCity, be given in writing completed by both employees who mutually request such transfer, and before refusing a request, submitted for approval to their Department Directors and the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an City Manager for final approval. The requesting employee may be granted further anticipated sick or domestic must indicate how many hours they will need for their leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an receiving employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against obligated to repay any transferred leave to the contributing employee’s sick , and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can contributing employee understands that such transfer shall be carried over from year to year deemed as if used and will be paid at relevant daily rate, subject to all other provisions applicable. Under no circumstances may the requesting employee receive more donated hours in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇their sick bank than actually used for their leave.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
Sick Leave. 18.1 In applying 30.01 Pay for sick leave is for the sole and only purpose of protecting employees against loss of income due to legitimate injury or illness. Absence for injury compensable under the provisions of this clause the parties note:
Workplace Safety and Insurance Act (aWSIA) On appointment to a DHB, a fulltime employee shall not be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days charged against sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datecredits.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation 30.02 For purposes of sick leave at their previous DHBentitlements, the year will be January 1st to December 31st. Employees who move to another DHB after a break of 3 months or more and who Sick leave credits cannot be borrowed from the next year in the event the current year’s sick leave credits are not involved in midwifery-related activitiesused up. Similarly, all unused sick leave credits will not be able carried forward from one year to take their sick leave balance with them and the next.
30.03 An eligible employee who is absent due to illness on a day when she is scheduled to work for the Employer will be allocated sick leave based on 18.1 (a).
(c) The employee paid by the Employer for all scheduled time missed, and such payment shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay deducted from her accumulated sick day credits (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 daysthe days accumulated).
(g) At 30.04 Part-time and full-time employees shall be eligible to take paid sick leave only after the employer’s discretioncompletion of the probationary period.
30.05 A part-time or full-time employee prevented from working due to being suspected of carrying a contagious illness, an employee may be granted further anticipated utilize sick days for any such absence in order to suffer no loss of earnings.
30.06 During the first year or domestic leave. Any anticipated partial year of employment, sick leave taken in advance and still remaining outside the entitlement credits will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect accrued on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick basis of seven and domestic leave entitlement.
one-half (i7½) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlementhours per month (prorated for part-time employees), up to a maximum of 15 daysseventy-five (75) hours. Each year thereafter full-time employees shall receive seventy-five (75) hours of sick leave credits and part-time employees will receive sick leave credits based on a full-time equivalent calculation (1 year = 1950 hours paid) to a maximum of seventy-five (75) hours sick leave annually.
30.07 An employee off work due to illness and entitled to sick pay shall not receive pay for more sick days during any pay period than the normal number of days she would have worked during that period.
30.08 Where an employee’s scheduled vacation is interrupted due to a serious illness requiring the employee to be an in-patient in a hospital, can be carried over from year to year and the period of such hospitalization will be paid at relevant daily rateconsidered sick leave provided the employee provides a satisfactory documentation of the illness and hospitalization. The portion of the employee’s vacation which is deemed to be sick leave under the above provision will not be counted against the employee’s vacation credits.
30.09 An employee who has been absent for three days or more, or in accordance with situations where the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Employer has cause to suspect sick leave abuse, may be required to provide medical documentation from a physician.
30.10 The Employer will reimburse the employee for the cost of any medical note or documentation requested by the Employer.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying Regular employees shall receive sick leave benefits in accordance with the provisions of this clause the parties notefollowing:
Section 9.1.1 Sick leave for regular employees shall be accrued at the rate of one (a1) On appointment pro-rated day of sick leave per month of employment.
Section 9.1.1.1 For accrual purposes, sick leave shall be determined by dividing the employee’s total number of straight-time hours compensated during the employee’s employment year by the total number of regular scheduled workdays within that same employment year. This computation shall be made in August of each year and added to the employee's September sick leave balance.
Section 9.1.2 A regular employee who qualifies for sick leave pay shall be eligible to receive one
(1) pro-rated day of sick leave pay for each day of absence due to a DHB, a fulltime qualifying illness or injury.
Section 9.1.3 The Employer shall project the number of annual days of sick leave at the beginning of the school year according to the estimated calendar months the employee is to work during the year. The employee shall be entitled to ten (10) working the
Section 9.1.4 The Employer reserves the right to request a doctor's certificate of illness and/or injury for any employee who has exhausted paid sick leave. Additionally, if it appears the leave provisions of this article are being abused and the employee is under investigation for abuse of leave, the District may require the employee to submit proof of illness or injury regardless of how many days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum absent.
Section 9.1.5 For absence in excess of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basisconsecutive days, a calculation comparing actual hours versus contracted hours will doctor's certificate of illness must be done and on file with the Human Resources Department if additional payment for sick leave is to be allowed.
Section 9.1.6 Employees whose employment is terminated shall lose the resultbenefit of accumulated days of sick leave; except for retirement purposes, it will in accordance with statutory law.
Section 9.1.7 Employees granted an approved leave of absence by the Employer Board shall retain accrued accumulated days of sick leave but shall not accrue sick leave days during the approved leave of absence period.
Section 9.1.8 An employee shall give notice of illness promptly in order to be grantedeligible for sick leave payments. Calculation is based on the anniversary of Such notification shall be given by telephone or message to the employee’s start date's immediate supervisor or other Employer designated authority and shall state that the employee or a family member as identified below in Section
Section 9.1.9 Sick leave pay shall be paid only for periods of absence caused by personal illness or injury and illness or injury of a dependent child related by blood, marriage, legal adoption or legal guardianship, who is not yet eighteen (18) years of age or disabled children who are eighteen (18) years or older who require treatment or supervision. Employees may also use sick leave for family members as defined in the definitions portion of this Agreement who have a serious health condition or emergency.
(b) Section 9.1.10 Employees who move between DHBs will take their have accrued sick leave balance with them. Future annual while employed by another public school district in the state of Washington shall be given credit for such accrued sick leave entitlement will be on upon employment by the date Employer; provided there is a direct transfer of their anniversary when they received their last allocation employment from the other school district to the Employer. The employee must request the transfer of such sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)leave.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) Section 9.1.11 In the event an employee has no entitlement leftis absent for reasons which are compensable industrial injuries in accordance with Title 51 of Washington State Industrial Insurance Law, she/he the employee may elect to have the Employer pay the employee an amount equal to the difference between the amount paid the employee as determined by Title
Section 9.1.12 Employees who incur an on-the-job injury may be granted an additional 10 days per annumrequired to perform "light duty" work within another classification which may involve the crossing of jurisdictional lines within the jurisdiction covered by this Agreement. In considering such event the grant of leave under this clause the employer employee shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered compensated at the closet possible level rate of delegation to pay designated for the employee particular classification within which the work is being performed, and in the quickest time possible, taking into account the following: • The employee’s length rate of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave pay shall not be a charge against lower than the employee’s sick and domestic leave entitlementworker's compensation entitlement for time loss.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Upon the provisions completion of this clause the parties note:
(a) On appointment to a DHBinitial probationary period, a fulltime employee each full-time Employee shall be entitled to ten credited with twelve (1012) working days sick leave for sick or domestic purposes during the first in advance of each twelve (12) months of employment. The sick leave allowance of part-time Employees and of those Employees working less than twelve (12) months shall be reduced proportionately. Sick leave shall be administered in accordance with the following guidelines, namely:
A. Sick leave may be used for:
1. Any physical or mental condition which disables an Employee from performing her assigned duties, excluding any condition compensable by Workers' Compensation or for a disability resulting from maternity to the extent expressly required by law.
2. Any communicable disease which would be hazardous to the health of students or other employees.
3. Physical examinations, medical, dental or other health treatments which cannot reasonably be deferred and which cannot be scheduled outside of the regular work day.
4. Funeral leaves, to the extent hereinafter provided.
5. The critical or emergency illness of the spouse, child or parent of the Employee, or of a permanent resident of the Employee's household. Such leave shall be limited to the use of twenty (20) days per year and shall be taken only to the extent that the presence of the Employee is reasonably required, except that for good cause shown the Employee shall have the right to use up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary upon prior notification of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months Superintendent or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested his designate by the employee, be given in writing and before refusing a request, the decision maker is expected Employee. Any leave days taken pursuant to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on in excess of the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlementEmployee's annual sick leave allowance shall be deducted from sick leave accumulated from a prior year.
B. Sick leave shall accumulate without limit. The amount of unused leave for each Employee shall be certified by the Employer at least each twelve (12) months. No payment for unused sick leave shall be made except as hereinafter provided in Schedule "B". If an Employee shall not complete the contract period, up to a maximum of 15 the Employer shall be reimbursed for any days, can or fractions of days, used in excess of the proportionate leave days earned as of the termination date.
C. The Employer may require verification by a competent medical authority.
D. Except as the Employer shall otherwise agree, leaves shall be carried over from year allocated in one (l) day increments, shall be charged against duty days only, and shall cease to year and will be paid at relevant daily rateaccumulate during such period as the Employee is on a leave of absence, in accordance with laid off, receiving Workers' Compensation or disability insurance benefits, or otherwise not regularly providing services to the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Employer.
Appears in 2 contracts
Sources: Employment Agreement, Employment Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Each administrator shall be entitled to ten allowed minimum sick leave at the rate of one (101) working days leave for sick or domestic purposes during work day per month, the first twelve months annual total of employment, and up to an additional ten (10) working days for each subsequent twelve month periodwhich shall be available at the beginning of the school year. The entitlement maximum number of sick leave days which may be accumulated shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateunlimited.
(b) Employees who move between DHBs will take their accrued The Board shall advance sick leave balance with them. Future annual sick leave entitlement days which will be on charged against subsequent accrual, provided the date number of their anniversary when they received their last allocation sick days advanced will not exceed the total annual allotment of sick leave at their previous DHBdays. Employees An administrator who move to another DHB after has a break of 3 months or more and who are not involved deficit in midwifery-related activities, will sick leave for two (2) consecutive years shall not be able to take their advanced sick leave. An administrator, upon termination of service with the Board, who has any sick leave balance with them and will be allocated sick leave based on 18.1 (aindebtedness shall have the amount of such indebtedness deducted from the final salary check(s).
(c) The employee shall Superintendent may require a doctor’s certificate of illness from the administrator’s personal physician(s) and/or the examining physician(s) of the Board of Education as recommended by the administrator’s direct supervisor.
(d) Sick leave may be paid at relevant daily pay as prescribed used for personal illness, illness in the immediate family, or dental and medical appointments which cannot be made outside of working hours.
(e) Administrators transferring into the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they County Public School System shall be paid at the ordinary rates allowed to transfer from other Maryland public school systems up to a maximum of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of 180 unused accumulated sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancedays.
(f) Leave granted under this provision may Previously accumulated sick leave prior to any leave of absence will be debited as an advance on the next years’ entitlement up restored to a maximum all employees returning from approved leaves of 5 daysabsence.
(g) At Administrators shall, at their request, be allowed to use sick leave for absence due to a certified medical condition connected with or resulting from pregnancy. With a doctor’s certification, the employer’s discretion, an employee may be granted further anticipated sick administrator must return to work unless she resigns or domestic leave. Any anticipated requests a leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final payof absence.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take Administrators shall be notified of accumulated sick leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementeach regular salary pay voucher.
(i) Employees can accumulate their entitlement up One month prior to a maximum effective retirement date of 260 days. Any unused portion of an administrator, he/she may transfer any accumulated sick leave from another Maryland county that is verifiable and is above and beyond the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and amount allowable in item (e) above.
(j) An employee sick leave transfer process will be paid at relevant daily rateavailable for all employees who have exhausted all of their accrued sick, annual, and personal leave who personally and/or has a spouse, child, or parent who experience a medically documented incapacitating or catastrophic illness, injury, or quarantine.
1. The maximum number of days that an individual may receive from transfer may not exceed a total of 70 in accordance each school year.
2. Sick leave may be donated in whole days only, with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇a minimum donation of one day, but it may be used in increments as normal sick leave.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 21.1 Full time employees shall earn sick leave at the provisions rate of this clause the parties note:
1.25 days per month (a) On appointment 15 days per year). Sick leave can be accumulated to a DHBmaximum of seventy-five (75) days in total. The sick leave year is September 1st to August 31st.
21.2 APT members shall, a fulltime employee as soon as practical, apply for disability benefits from the University’s Group Insurance Plan. APT member will receive their normal salary and benefits up to the amount of sick leave credits available. Sick leave usage will be prorated based on the difference between the member’s salary and the disability benefit.
21.3 When an APT member terminates employment, he/she shall not be entitled to ten (10) working days leave for any payout resulting from earned but unused sick or domestic purposes during the first twelve months of employment, and up leave.
21.4 The University shall maintain a system to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days record sick leave for each APT member that shall be available for review by the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodAPT member. From 1 March 2012 where a part-time employee has used her/his Discrepancies or disputes that arise over an APT member’s sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours leave will be done and if raised with and/or by the Human Resources Department.
21.5 An APT member ▇▇▇ utilize up to seven accumulated sick leave days in a calendar year in the event of care required by a family member when no alternative care is available. With the approval of the Director or equivalent, additional sick leave is the result, it will days may be grantedutilized if required. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, Requests will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)unreasonably withheld.
21.6 In the event that any APT member is unable to report to work due to illness, he/she shall make every attempt to notify his/her Director or equivalent as soon as possible but no later than his/her official start time each day.
21.7 A member absent for three (c3) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five consecutive days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support submit information from a medical practitioner confirming the employee’s claimillness immediately upon return to work. Any costs associated with obtaining this information shall be the responsibility of the employer.
(d) 21.8 APT members shall make every effort to schedule routine medical, dental and optical examinations during non- working hours. In instances where a member requires time off from work for these reasons, such time shall be charged against sick leave credits.
21.9 Any APT member who fails to meet the event an employee has no entitlement left, she/he requirements respecting sick leave or is absent in excess of earned sick leave credits may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having considered to be absent from work where their entitlement is exhausted. Requests should without pay and his/her pay may be considered at the closet possible level of delegation deducted to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancereflect such absence.
(f) Leave granted under this provision 21.10 In any sick leave year, an APT member may be debited as an advance on the next years’ entitlement up to utilize a maximum of 5 sick leave days accumulated to the end of the previous sick leave year plus the 15 days.
(g) At ’ sick leave that will be earned during the employer’s discretioncurrent sick leave year. If the APT member resigns or has their employment terminated, an employee may be granted further anticipated he/she shall reimburse the University for sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final payexcess of sick leave credits actually earned.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Sick leave shall be entitled to ten earned at the rate of one (101) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days workday for each subsequent twelve completed full month periodof service. The entitlement Service shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be begin on the date of their anniversary when they received their last allocation State employment and time on layoff, suspension, or leave without pay, except as otherwise provided by law or these rules, shall not be counted in determining the completion of a full month of service. The maximum amount of sick leave which employees may accumulate shall be one hundred and twenty (120) days. However, the amount of unused sick leave accruals which can be credited towards State service for retirement purposes shall continue as presently provided for by statute. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to his/her credit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources at their previous DHBhis/her discretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee. Part-time employees employed normally year-round and established on a regular hourly work schedule shall be allowed sick leave credits prorated on the amount of time worked. Employees who move to another DHB after a break may utilize their allowance of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance on the basis of application therefore, approved by their respective appointing authorities for absences necessitated by inability to perform the duties of their positions by reason of illness or injury, by necessity for acute medical or dental care, by exposure to contagious disease under circumstances in which the health of the employees with them and will whom associated or members of the public necessarily dealt with would be allocated sick leave based endangered by attendance on 18.1 (a).
(c) The duty, or by illness in the immediate family of the employee for such periods as the attendance of the employee shall be paid at relevant daily pay necessary. Immediate family as prescribed used in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they this Article shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support mean the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request's spouse or significant other, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on parents of the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick spouse or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s caresignificant other, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion children of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.spouse
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 24.01 Each employee in the provisions Bargaining Unit shall accumulate sick leave credits at the rate of this clause one and one-quarter (1¼) days per month for each calendar month of continuous employment up to a maximum of two hundred and forty (240) days.
24.02 Each employee who commences employment on or before the parties notefifteenth (15th) of the month shall be eligible to begin accumulating sick leave credits for that month.
24.03 Each employee who commences employment after the fifteenth (15th) of the month shall be eligible to begin accumulating sick leave credits the following month.
24.04 Where a continuous period of absence from work on leave of absence without pay, seasonal inactive period, or suspension from duty exceeds one-half (½) the number of working days in any month, no sick leave credits shall accumulate for that month, but the employee shall retain any sick leave credits accumulated prior to such leave or suspension from duty.
24.05 For the purpose of computing sick leave accumulation the following shall be counted as working days:
(a) On appointment days on which the employee is on vacation;
(b) days on which the employee is on leave of absence with pay pursuant to a DHB, a fulltime the terms of this Agreement;
(c) days on which the employee is on sick leave pursuant to the terms of this Agreement; and
(d) days on which the employee is absent from work while receiving Worker's Compensation Benefits.
24.06 A deduction shall be entitled to ten (10) working days made from an employee's accumulated sick leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days credits for each subsequent twelve month periodworking day that the employee is absent on sick leave. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days Absence on sick leave for less than one-half day may be deducted as one-half day, absence for more than one-half day but less than one full day may be deducted as a full day.
24.07 An individual employee may be required by the first twelve months Employer to produce a Doctor's certificate for any period of absence in excess of three consecutive days for which sick leave is claimed and, if a certificate is not produced after such a request, the time absent from work will be deducted from the employee's wages. Where the Employer has reason to believe an individual employee is abusing the sick leave privileges, the employee's Department may issue to the employee a standing directive that requires the employee to submit a medical certificate for any period of absence for which sick leave is claimed.
24.08 An employee who is absent from work on account of sickness or accident who wishes to use the employee's sick leave credits for such absence, must notify the employee's immediate Supervisor as soon as possible.
24.09 Where a deduction from salary is to be made pursuant to clause 23.07 hereof, the employee is to be so informed as soon as possible and the deduction shall be made if possible within sixty (60) days.
24.10 An employee who has used up the employee's sick leave credits, or has not yet earned sufficient credits, may be granted advanced sick leave without loss of pay for a period of up to fifteen (15) days and a deduction for such advanced sick leave shall be made from any credits subsequently accumulated by the employee.
(a) Where the employment of an employee who has been granted advanced sick leave in accordance with clause 24.10 is terminated for any reason, the employee shall compensate the Employer for any such leave granted to him that remains unearned at the time of termination of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will shall be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of calculated at the employee’s start date's rate of remuneration at the time he ceased to be an employee.
(b) Employees who move between DHBs will take their accrued sick leave balance The parties agree that failure to comply with them. Future annual sick leave entitlement will be on 24.11(a) above are grounds for the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move Employer to another DHB after a break of 3 months withhold any wages or more and who are not involved other monetary benefits owing in midwifery-related activities, will not be able an amount sufficient to take their sick leave balance with them and will be allocated sick leave based on 18.1 (areimburse the Employer the amount owing the Employer pursuant to Article 24.11(a).
(c) The 24.12 An employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇who becomes ill while on annual vacation, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of use sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for credits rather than lose a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlementemployee's vacation. In such cases where sick leave is claimed, up proof of illness must be submitted to a maximum the Employer and the Employer is to be notified at the time of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇illness.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying 13.1.1 Sick leave is the provisions absence of this clause an employee because of illness or injury or exposure to contagious disease.
13.1.2 A classified employee (probationary and permanent) shall earn paid sick leave at the parties note:
(a) On appointment rate of one day per month to a DHB, a fulltime maximum of twelve (12) days per year. Employees working less than full time shall earn sick leave on the ratio their work year and/or work day bears to full time. Unused sick leave may be accumulated without limit.
13.1.3 At the beginning of each fiscal year (July 1) the sick leave credit of the employee shall be increased by the number of days of paid sick leave, which he/she would normally earn in the ensuing fiscal year. An employee’s sick leave credit shall be adjusted if a change of assignment alters that amount of sick leave earnable.
13.1.4 ▇▇▇▇ leave may be taken at any time during the work year. Employees shall continue to receive seniority credit while on paid or unpaid leave.
13.1.5 A new employee with probationary status shall not be eligible to take more than six (6) days, or the proportionate amount to which he/she may be entitled to ten under this Section, until the first day of the calendar month after one hundred thirty (10130) working days of active service with the District.
13.1.6 Pay for any day of sick leave for sick or domestic purposes during shall be the first twelve months same pay the employee would have received if he/she had worked that day.
13.1.7 The employee must follow District mandated procedures to report an absence prior to the beginning work time on the day of employment, and up to an additional ten (10) working days for each subsequent twelve month periodillness unless conditions make notification impossible. The entitlement employee shall be pro-rated for part time employees except required to indicate and/or show proof why notification could not be made. If there is no such notification and the employee has exhausted all sick leave the District may determine that a part time the employee is entitled to substitute differential pay only.
13.1.8 At least one (1) day prior to his/her expected return to work, the employee shall receive no fewer than notify his/her supervisor in order that any substitute employee may be terminated. If the employee fails to notify his/her supervisor and both employee and the substitute report, the substitute is entitled to the assignment and the employee shall be charged with a day of sick leave.
13.1.9 For any sick leave absences in excess of five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 any ten (a).
(c10) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month workday period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance shall present a doctor’s statement and still remaining outside the entitlement will be paid to date the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee able to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementreturn to work.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment All employees covered by this Agreement shall be granted twelve (12) sick leave days per year, as of July 1 each year, pro-rated one (1) day per month, up to a DHBmaximum accrual of two hundred sixteen (216) days. Days will be prorated for all regular part-time employees. An employee while on paid sick leave will be deemed to be on continued employment for the purpose of computing all benefits referred to in this Agreement and will be construed as days worked specifically. In addition to personal illness or injury, a fulltime sick leave may be used for the following purposes:
1. To make up the difference between workers compensation and an employee’s full pay while receiving worker’s compensation.
2. Maximum of three (3) days per year for illness in the immediate family. An additional two (2) days per year may be used for critical illness in the immediate family.
(b) A probationary employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).45 days
(c) The employee shall be paid at relevant daily pay as prescribed in Employer may require medical proof of illness for any absence extending beyond two (2) days; however, where the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for record indicates possible abuse the first five days in each twelve month period. Thereafter they shall be paid at Employer may require medical proof of illness after the ordinary rates of pay fifth (T1 rate only). A medical certificate may be required to support the employee’s claim5th) absence during one fiscal year.
(d) In the event an employee has no entitlement left, she/he Misuse of sick leave may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and result in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstancesdisciplinary action.
(e) Reasons for a refusal shall, when requested When an employee’s sick leave has been exhausted they will be notified by the employeeEmployer, be given in writing and before refusing a requestwriting, that they are no longer on paid sick leave. The employee must, within three (3) days of receipt of such letter, contact the decision maker is expected to seek appropriate guidanceEmployer for leave in accordance with Article 22.
(f) To be eligible for sick pay an employee must report his/her absence (to a phone number supplied by Employer) as soon as possible but at least two (2) hours prior to start of their shift. Exceptions shall be made in extenuating circumstances.
(g) An employee who is off work and who exhausts his/her sick leave will have their insurance premiums paid by the Employer for six (6) months beyond the month in which sick leave runs out. The six (6) month period will be reduced by the amount of time an employee is off while covered by Family and Medical Leave granted under this provision covered by Article 17(a) during the preceding twelve (12) month period and for which the employee was eligible but chose not to utilize accrued sick leave. To be eligible for payment as provided herein, an employee must have at least ninety-six (96) hours of sick leave accumulated when the illness begins.
(h) An eligible employee may be debited as an advance on the next years’ entitlement a once-a-year basis elect to convert up to a maximum of 5 days.
ten (g10) At sick leave days into a calendar year-end bonus at the employerrate of thirty-three percent (33%) of the employee’s discretioncurrent base rate of pay. To be eligible for such a bonus, an employee may must maintain a balance of at least twenty (20) accrued paid leave days in his/her account after the conversion of the sick leave days. Requests for bonus payments shall be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid given to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff Employer in the employer’s care, the employer may, at its discretion, either: • Place writing and signed by the employee on suitable alternative duties; or • Direct no later than December 1 each year. Payment of the employee to take leave on full pay. Such leave bonus shall not be a charge against the employee’s sick and domestic leave entitlementmade in December.
(i) Employees can accumulate their entitlement up with ten (10) or more years of seniority shall be paid 50% of the employee’s current base rate of pay for all days in the employee’s sick leave bank provided the employee has accumulated a minimum of seventy-five (75) days in the employee’s bank as of the date of severance. If the employee has banked one hundred one (101) days as of the date of severance -he/she shall receive 60% of his/her base rate of pay for all banked days to a maximum of 260 two hundred sixteen (216) days. Any unused portion Payment in this section shall be made in the form of a non-elective employer contribution through Employer’s 403(b) plan on the first five days entitlement, month following the employee’s termination of employment.
(j) Employee shall be allowed to freeze up to a maximum eighty (80) hours of 15 days, can be carried over from year sick leave upon written notice to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Employer.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying a. Disability of a Firefighter/Engineer or Captain resulting from a work-connected illness or injury shall be compensated exclusively in accordance with Labor Code 4850. Time off work of a Firefighter/Engineer or Captain resulting from illness or injury not connected with work for Authority shall be charged against accrued sick leave, provided in case of absence caused by compensable injury sustained while gainfully employed by a commercial employer, the provisions employee shall remit to Authority any temporary disability compensation provided under the Workers’ Compensation law.
b. During the term of this clause the parties note:
(a) On appointment to a DHBagreement, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be proall regular full-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days accrue one-half shift of sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodor major fraction thereof worked. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, leave shall accrue only for the first five days in each twelve month periodtime actually worked. Thereafter they The following shall be treated as time worked for purposes of this subsection; paid at vacation or sick leave; periods of leave without pay not exceeding three (3) weeks; periods of non-charged leave for work-connected illness or injury if the ordinary rates of pay (T1 rate only). A medical certificate may disability is determined to be required to support the employee’s claimtemporary.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of c. Unused sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement accumulate up to a maximum of 5 days60 shifts (for 24 hour personnel) for the purposes of payoff as per the MOU at time of retirement, but no maximum for the use of such sick leave as per this M.O.U. Separation/retirement payoff will be limited to this maximum factor of 60 shifts as per the MOU. Employees with an excess of six months as of 7/1/02 shall maintain that cap limit as the maximum sick leave accumulation allowable for payoff purposes. See Exhibit “J” for this cap limit. Members, with an excess of 60 shifts as of 7/1/02, using sick leave will have such leave deducted from this maximum total for payoff purposes.
d. In case of necessity, up to seventy-two (g72) At the employer’s discretion, an employee hours of sick leave may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance of accrual if approved by the Chief.
e. In case of the death, illness or injury of a person having a close familial relationship with an employee covered by this agreement, up to seventy-two (72) hours of sick leave per contract year may be taken as bereavement or familial care leave. A familial relationship includes the employee’s immediate family members and still remaining outside shall consist of the entitlement employee’s spouse, children, parents, grandparents, grandchildren, brothers, sisters; spouse’s children, parents, grand- parents, grandchildren, brothers, sisters or any other person previously identified, in writing, to the Chief, with whom the employee has a familial relationship.
f. A physician’s certificate in a form acceptable to the Executive Officer may be required by the Chief or Executive Officer before any absence is charged against sick leave, or before return to work is permitted after extended illness or serious injury. All illnesses or injuries that result in more than two months off from full duty will require a Department selected physicians release before a return to full duty.
g. Association recognizes the right of Authority to verify sick leave.
h. An employee using less sick leave in a contract year than he/she has accrued in that year may elect to transfer twenty five percent (25%) of the excess to his/her vacation accrual, or may elect to have equivalent cash contributed to the Supplemental Retirement Program (deferred compensation).
i. Retirees shall receive 100% credit for accumulated sick leave, said credit to be added to his/her length of service at retirement. In the alternative, the cash value of 50% of accumulated sick leave, subject to paragraph (c) above, will be paid contributed to the employer. The employer may deduct monies due from the final payemployee’s Retiree Health Savings Plan.
(h) Where j. If an employee is suffering from a minor illness which could have a detrimental effect on the patients unable to return to work before his/her sick leave accrual is exhausted, charge shall be made against compensatory time accrual or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementvacation accrual.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Memorandum of Understanding, Memorandum of Understanding
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
A. On July 1 employees shall receive fifteen (a15) On appointment sick days per year and sick leave days may be accumulated up to a DHB, a fulltime employee limit of two hundred fifty (250) days. The maximum accumulation shall be entitled to ten (10) working days leave for sick effectuated on June 30 each year or domestic purposes during the first twelve months of upon leaving employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that Superintendent or his/her designee may request a part time employee shall receive no fewer than health provider's certification of illness or injury after a teacher uses five (5) working days consecutive sick days.
B. Sick Leave Bank - The sick leave for the first twelve months of employment and bank presently in existence shall be continued. The bank shall be maintained at a minimum of five one (51) additional working days day per bargaining unit member and a maximum of two (2) days, for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his utilization by employees whose own sick leaveleave accumulation, on a case-by-case basisboth annual and accumulated, a calculation comparing actual hours versus contracted hours will be done is exhausted through illness or accident and if who require additional sick leave is to make full recovery from an illness or accident. The initial grant of sick leave by the resultsick leave bank committee to an eligible employee shall not exceed thirty (30) days. Upon completion of the thirty (30) day periods, it will the period of entitlement may be extended by the sick leave bank committee upon demonstration of need by the applicant . The sick leave bank shall be administered by a sick leave bank committee consisting of four (4) members. Two (2) members shall be designated by the School Committee to serve at their discretion and two (2) members shall be designated by the Association. If a tie in voting occurs, relative to the use of sick leave bank days, the decision shall be in favor of the applicant. The sick leave bank com mittee shall determine the eligibility for the use of the bank and the amount of leave to be granted. Calculation is based on The following criteria shall be used by the anniversary com mittee in administering the bank and in determining the eligibility and amount of the employee’s start dateleave:
1. Adequate medical evidence of serious illness.
(b) Employees who move between DHBs will take their accrued 2. Prior utilization of all eligible sick leave balance with themand personal leave (which can be used for illness or injury).
3. Future annual Length of service in the Barnstable School System.
4. Propriety of use of previous sick leave. An applicant must submit to the sick leave entitlement will bank committee a Certification of Health Care Provide for Employee's Serious Health Condition (U. S. Department of Labor Form WH-380-E as of July 1, 2009) from the applicant's health care provider. If the sick leave bank is exhausted, it shall be on renewed by the date contribution of their anniversary when they received their last allocation one additional day of sick leave at their previous DHBby each employee covered by this Agreement. Employees who move to another DHB after a break Such additional days will be deducted from the employee's annual fifteen ( 15) days of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave. The sick leave balance with them bank committee shall determine the time when it becomes necessary to replenish the bank. By December 1, 2009, and September 30 of each succeeding year, the Committee will be allocated report to the Association the number of sick days in the sick leave based on 18.1 (a)bank as of the end of the preceding school year. The decision of the sick leave bank committee with respect to eligibility and entitlement shall be final and binding and not subject to appeal.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event C. If an employee has reached the maximum accumulation of sick leave in accordance with Section A of this Article, the days to which the employee would be entitled which are not credited to the employee's sick leave account because of being over such maximum shall be credited to the sick leave bank.
D. Any employee with five or more years of service in Barnstable who has no entitlement left, she/he may absences during a marking term will be granted an additional 10 days per annum. In considering entitled to a $100 per-marking term attendance incentive (for a total of up to $400 for the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having year) to be absent from work where their entitlement paid within 30 days of the end of the school year. Neither an approved professional development day nor a day of jury duty for which an employee is exhaustedsummoned will constitute an absence for purpose of the attendance incentive plan.
E. A sick day buy-back plan is established as follows:
1. Requests should be considered An employee who retires or dies with at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length least 10 years of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement Barnstable will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s for each accumulated sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, day in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇following table. Years of SeJVice At least 20 years 15-20 years 14 years 13 years 12 years 11 years Accumulated Sick Days At least 180 days At least 180 days At least 160 days At least 150 days At least 145 days At least 135 days Payment $25 per day $20 per day $20 per day $20 per day $20 per day $20 per day Years of Service 10 years Accumulated Sick Days At least 1 25 days Payment $20 per day
2. The employee shall provide written notice to the Superintendent of the employee's intent to utilize the sick leave buy-back option on or before the November 1 immediately prior to the employee's retirement date, when such date takes effect at the end of that school year. (For example, an employee retiring on the last day of the 201 3-2014 school year must have provided written notice on or before November 1, 201 3.) Payment for such buy-back option shall be made on or before the July 15 immediately following the effective date of such retirement. In cases where the effective date of retirement is prior to the last day of the school year, the employee shall provide such written notice to the Superintendent by the December 1 immediately preceding the school year in which the effective date of retirement shall occur. (For example, an employee retiring on March 1, 20 14, must have provided written notice on or before December 1, 201 2 .) Payment of the buy-back option shall be made within thirty (30) days following the effective date of retirement.
a. Failure to comply with foregoing notice requirements forfeits any entitlement to sick leave buy-back.
b. Notice given under Paragraph 3 of an employee's intent to utilize the sick leave buy-back option also constitutes the employee's notice of intent to retire and is irrevocable, except that in extraordinary circumstances the Superintendent may allow an employee to rescind a notice of intent to utilize the sick leave buy back option/notice of intent to retire. Any such decision by the Superintendent is non-precedent-setting and not subject to the grievance or arbitration provisions of this Agreement.
3. In the case of the death of an eligible employee, payment will be made to the employee's estate within three months of the employee's death.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Effective the provisions first of the month following the execution of this clause agreement, employees shall accrue sick leave at the parties note:
rate of.03462 hours accrued per hour compensated). Management may require a physician's statement to validate use of sick leave as provided by law. Sick Leave will accrue in two banks. Bank 1) Protected Sick Leave. .025 per hour worked will accrue as Washington Protected Sick Leave. Employees may utilize this leave in accordance with the minimum requirements of the Washington State Sick Leave Law, RCW 49.46.210 (a) On appointment Addendum 1). Employees shall be notified on each paystub of the amount of Protected Sick Leave they are entitled to a DHB, a fulltime employee use for authorized purposes as defined by the law. Employees shall be entitled to ten carry over up to a maximum of forty (1040) working days hours of accumulated Protected Sick Leave into the following calendar year. On January 1st of every calendar year, Protected Sick Leave in excess of forty (40) hours will be transferred to bank 2. Bank 2) Paid Sick Leave.
a. . 03462 will accrue as Paid Sick Leave per hour compensated but not worked.
b. . 00962 will accrue as Paid Sick Leave for all hours worked. Unused Paid Sick Leave (Bank 2) shall accumulate in a bank of no more than three hundred twenty (320) hours. Paid Sick Leave (Bank 2) shall be deducted from the bank on an hourly basis and may only be used for regularly scheduled workdays (e.g., employees shall not receive sick leave for sick holidays or domestic purposes during the first twelve months of employment, and up to an additional ten overtime shifts). Accumulated Paid Sick Leave (10Bank 2) working days for each subsequent twelve month period. The entitlement shall be propayable at the employee's regular straight-rated for part time rate of pay. Upon termination, retirement or death, employees except that a part time employee shall receive no fewer than with at least five (5) working days years of continuous service (or the employee's estate or designated beneficiary) may cash out their Paid Sick Leave bank (Bank 2) (within the one hundred and sixty (320) hour limit) at 50% of the then current rate of pay. Employees may use accrued Paid Sick Leave (Bank 2) in instances of non-job related employee illness or injury or to care for a spouse, domestic partner, parent (or one who acted in loco parentis when the employee was a child), sibling, parent-in-law or grandparent who has a serious health condition or an emergency condition or to care for a child or stepchild or ▇▇▇▇▇▇ child who has a serious health condition or an emergency condition or in instances required by law. Employees collecting Workers' Compensation temporary disability benefits may not receive Sick Leave as herein provided; however, if such Workers' Compensation benefits are less than the amount of sick leave for otherwise provided, employees may, in addition to the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leaveWorkers' Compensation benefits, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their use accrued sick leave balance with them. Future annual sick leave entitlement will be on sufficient to equal the date of their anniversary when they received their last allocation amount of sick leave at their previous DHBbenefits that would otherwise have been received by deducting from the bank the hours required to make up the difference. Employees who move Absence from work must be called in to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇/Crew Chief at least thirty (30 minutes prior to the start of shift. Leave without pay for pre-scheduled appointments, for the first unless emergency in nature must be requested five (5) days in each twelve month periodadvance. Thereafter they shall be paid at When the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to for personal reasons, all vacation must be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the used before leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement without pay will be paid granted. Total leave without pay for any reason is not to the employer. The employer may deduct monies due from the final pay.
exceed forty (h40) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s carehours per year, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇exception of FMLA related absences.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime Each Regular employee shall accumulate one (1) day sick leave with pay for each calendar month of employment. An employee shall not be entitled to ten sick leave with pay unless he/she has acquired three (103) working days months continuous service credit, and, in no case shall sick leave for sick or domestic purposes be retroactive to any absence due to sickness during the first twelve three (3) months of service credit. Effective March 1, 1978, after the completion of the fourth (4th) year of employment, each Regular employee shall accumulate one and up to an additional ten one-fourth (101¼) working days sick leave with pay for each subsequent twelve calendar month periodof employment. *Two sick leave days are designated as two of the five Personal Flexible Days in accordance with the National Agreement (page 35).
b) For employees with less than one (1) year of continuous service, paid sick leave shall commence with the second day of any illness and the first day of illness shall not be counted against accumulated sick leave. The entitlement first day waiting period shall be prowaived when the employee is hospitalized or when the employee is directed off work by the Administrator or his/her designee due to operational health conditions within the facility. The one-rated day waiting period will not apply to employees with one
(1) year or more of continuous service.
c) A Regular employee working less than forty (40) hours per week shall accumulate sick leave in the proportion that his/her regular scheduled hours of work per week bear to forty (40) hours.
d) Pay for part sick leave shall be that straight-time employees except pay which the employee would have received had he/she worked his/her regular schedule that day, including any shift differential or split shift differential he/she was receiving. Paid sick leave shall count as time worked for purposes of computing overtime for hours worked later in the same work week.
e) ▇▇▇▇ leave shall be applicable only if the employee is ill on a part day he/she is scheduled to work.
f) Pre or Post Banked Sick Leave may only be used following exhaustion of Annual Sick Leave, or for statutory leaves (e.g., CESLA, FMLA, Workers Compensation, etc.), or when the employee is hospitalized. Medical verification may be required for use of Banked Sick Leave. Post Banked Sick Leave accrued after December 31, 2005 will be used following exhaustion of any Pre Banked Sick Leave accrued prior to January 1, 2006.
g) If an employee claims sick leave, the Employer may require reasonable proof of physical disability sufficient to justify the employee's absence from work for the period claimed, if the Employer has reasonable doubt of the validity of the disability.
h) If a holiday occurs during the absence of an employee on paid sick leave for which he/she is eligible to be paid, such pay shall be charged to the holiday and not against his/her sick leave credit.
i) Employer paid sick leave shall be reduced by the amount of any basic Unemployment Compensation Disability (UCD) benefit the employee is eligible to receive, and the amount of such benefit shall not be charged against the employee's accumulated sick leave credit.
j) If an employee is eligible for Worker’s Compensation Insurance payments, they will be integrated with Employer paid sick leave in the manner described in Section 6.40 h) above.
k) An employee returning from paid sick leave shall be returned to his/her former job, and any employee not so returned to his/her former job shall be paid his/her straight-time pay until reinstated.
l) An employee shall receive no fewer than furnish forty-eight (48) hours notice of his/her readiness to return to work and if requested to do so must supply certification by a physician on the staff of the Employer of his/her physical fitness to perform the work required of him/her.
m) For employees with one (1) or more years of continuous service paid sick leave shall also apply for hours directly associated with medical or dental appointments including appointments covered by the Kaiser Psychiatric Plan "A" or the Alternate Medical Plan. For those employees whose appointments are away from the facility where they work, the appointment will be scheduled so that at least part of that scheduled appointment falls in the last hour of their scheduled shift. The employee will give written notice of at least twenty-four (24) hours and supply verification that the appointment was kept.
n) Data concerning employees' sick leave and accrual will be supplied by the designated lab supervisor upon request.
o) Effective June 11, 2003, employees who are hospitalized during a pre-approved vacation may utilize vacation days in lieu of sick leave for the period of hospitalization. Employees who suffer a disabling illness or injury of at least five (5) working consecutive days sick leave for duration while on a prescheduled vacation leave, may designate 50% of the first twelve months verified period of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his illness to unused sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will . Reasonable verification may be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start daterequired.
(bp) Employees who move between DHBs will take their accrued sick Sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay applicable not only as prescribed described elsewhere in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇this Section, but also for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited psychological treatment as an advance on the next years’ entitlement up inpatient in an accredited institution and for outpatient treatments appended to a maximum of 5 dayssuch inpatient care.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 15.01 Employees will accumulate one (1) day sick leave credit per month until a maximum of fifteen (15) days have accumulated. Effective May 1, 2021, the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee maximum accumulation shall be entitled twenty-seven (27) days. Effective May 1, 2022, the maximum accumulation shall be thirty (30) days.
15.02 Sick leave credits may be used only for absences due to sickness or legitimate medical reasons. The employee must work at least ten (10) working days in the month to receive credit for that month. An employee employed for less than twelve (12) months per year is entitled to earn a proportional number of sick leave credits.
15.03 An employee who has reached the applicable maximum accumulation of sick leave credits and who has used any portion of their accumulated sick leave, will be eligible to re-accumulate as per Article 15.01.
15.04 An employee shall not be paid for sick leave while entitled to Workplace Safety Insurance Board benefits.
15.05 An employee who cannot report for work due to illness shall immediately notify their supervisor or domestic purposes during the first twelve months Human Resources Office in the event the supervisor is unavailable.
15.06 An employee who is receiving weekly Short-Term Disability payments may top up their Short-Term Disability benefit to a maximum of employmenta regular day’s wages by using unused sick leave credits first, and up to then unused vacation credits.
15.07 If an additional ten (10) working days employee is sick for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer more than five (5) working days sick leave for consecutive days, they shall be required to present to the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leaveDirector, on a case-by-case basisHuman Resources or designate, a calculation comparing actual hours versus contracted hours will doctor’s certificate. In addition, a doctor’s note may be done and if additional sick leave required for any day of absence where the University has reasonable grounds to question whether the absence is the result, it will be granteddue to sickness or other legitimate medical reasons. Calculation It is based on the anniversary of the employee’s start dateresponsibility to provide satisfactory medical proof of illness necessitating absence from work in order to qualify for and substantiate ongoing entitlement to sick leave.
15.08 An employee who cannot return to work after 182 consecutive days of illness shall apply for long term disability (b) Employees who move between DHBs LTD). Upon satisfactory medical proof of illness, the employee will take their accrued receive LTD as provided by the group insurance plan.
15.09 In reviewing employees’ sick leave balance usage, Human Resources may request a meeting with theman employee if usage appears to be excessive, to determine if there are any possible accommodation issues and to seek out any possible solutions to such. Future annual sick leave entitlement will be on Should the date of their anniversary when they received their last allocation University determine that the circumstances, pattern and usage of sick leave at their previous DHB. Employees who move to another DHB after warrant it, a break doctor’s note/certificate may be requested for periods of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and of any duration. The University, under this Article (15.09) will be allocated sick leave based on 18.1 (a)assume the cost of the required doctor’s note/certificate. The employee will present the receipt from the doctor’s office, clearly indicating employer required certification of illness, to the Human Resources Department for reimbursement.
15.10 Once a Contract Employee has worked in a position for six (c6) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇months, for the first five days in each twelve month period. Thereafter they shall be paid at entitled to sick leave. Beginning in the ordinary rates seventh month of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement lefta continuing contract, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the will accumulate one (1) day sick leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employercredit per month. The employer may deduct monies due from the final paymaximums and other parameters identified in Article 15.01 and 15.02 shall apply.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to 1. Employees who are employed on a DHB, a fulltime employee regularly scheduled basis shall be entitled to ten sick pay on account of sickness at a rate equivalent to one (101) working days day, based upon the employee’s scheduled work. The use of sick pay shall be limited to personal illness of the employee, including medical or dental appointments. Sick leave for may be taken in half day or whole day increments. When sick leave is taken in a half-day increment and the employee is scheduled to work less than the daily minimum, the amount of the leave shall be equal to half of the employee’s daily minimum hours. If the employee is scheduled to work equal to or domestic purposes during more hours than the first twelve months daily minimum, a half-day of sick leave shall be equal to the actual duration of the scheduled route.
2. Employees who have completed one (1) full year of service with the District shall be accredited with the equivalent annual sick leave at the beginning of each fiscal or school year. Such advance credit is based upon one (1) day per month worked. If an employee uses the advance credit in excess of that which would be normal accrual and terminates employment, and up the District shall be entitled to recover from the employee’s final paycheck, an additional ten amount of money equal to the amount paid for overused sick leave. Other employees shall be credited at the rate of one (101) working days day for each subsequent twelve month periodworked. The entitlement Employees working fifty percent (50%) of the month or more shall be proaccredited with a full day’s sick leave. Accrual of sick pay shall continue during any period of absence covered by earned vacation time.
3. Sick leave days may be accumulated by employees only if not used in the year for which granted. Total sick leave which can be accumulated shall be unlimited.
4. When an employee has exhausted his/hertheir accumulated sick leave credits, s/hethey shall be entitled, in the event of illness, to receive one (1) day for each year of service at two-rated thirds (2/3) of his/hertheir daily rate of pay. Such additional allowance shall not accumulate and each year’s allowance may only be used once.
5. Employees shall not be credited with any sick leave days with respect to periods during which they are on leave on absence from work for part time employees the District of more than one (1) month duration; their accumulated sick leave shall not be charged with days of sickness during such leave; and they shall not be paid for days of illness during such leave except that a part time when the illness or injury is the factor which entitled the employee shall receive no fewer than to the leave in question.
6. Employees who are absent five (5) working consecutive days sick leave or more in a fiscal year, based upon the employee's work schedule, must submit a physician's statement upon return to work. Subsequently, the District may require a physician’s statement after three (3) consecutive days absence, prior to returning to work. The District will reimburse employees for reasonable costs incurred as a result of the first twelve months of employment requirement to obtain a physician’s statement, including lost wages, co-payments, and a minimum of five (5) additional working days deductibles. The District will not be responsible for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start dateout-of-pocket costs for diagnosis or treatment of any medical condition.
7. The District will maintain a Sick Leave Bank, for which the ATU may solicit voluntary contributions from employees of up to fiveseven hundred (b500and fifty (750) Employees hours per year for use by employees who move between DHBs have exhausted their sick leave. Effective September 1, 2020 the maximum number of hours in the Sick Leave Bank will take their accrued sick leave balance with themincrease to eight hundred (800) hours per year. Future annual sick leave entitlement Effective September 1, 2021, the maximum number of hours in the Sick Leave Bank will increase to eight hundred fifty (850) hours per year The guidelines for use of the Sick Leave Bank will be on jointly developed by the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more District and who are not involved in midwifery-related activities, the ATU which will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account include the following: • The employee’s length :
a. I. Use of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due hours from the final payBank shall only be approved in case of critical illness or injury of an employee.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.;
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled earned at the rate of 3.7 hours per completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be continued only for those employees regularly scheduled to ten work in excess of forty (1040) working days hours per week and only for as long as they are so scheduled. Sick leave for sick or domestic purposes during shall be earned from the first twelve months employee's date of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement Sick leave credit shall be pro-rated earned for part time employees except that a part time any pay period in which the employee shall receive no fewer than has been in pay status for five (5) working days or more workdays or forty (40) hours. A part-time or intermittent employee shall earn sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where as follows: a part-time or intermittent employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual shall earn .04625 hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHBfor each hour in pay status per two-week pay period. Employees who move to another DHB after a break of 3 months or more and who are not involved For part-time employees, "hours in midwifery-related activities, will not pay status" shall be able to take their an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 daysnine hundred sixty (960) hours. However, the amount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the maximum accumulation of sick leave and the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to his/her credit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources at his/her discretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee.
(g) At the employer’s discretion, an employee 2. Sick leave may be granted further anticipated sick used for illness, necessary medical or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients dental care, or other staff disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the employer’s carespouse or significant other, the employer mayparents of the spouse or significant other, at its discretionthe children of the spouse or significant other, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s sick common welfare, there are significant shared financial obligations, and domestic leave entitlementthey must be living together in a shared primary residence.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying Sick leave will be in compliance with State Law 2-18-618, as follows:
A. Each full-time employee of the state, or of any county or city thereof, is entitled to and shall earn sick leave credits for the first full pay period of employment. For calculating sick leave credits, 2,080 hours (52 weeks x 40 hours) shall equal 1 year. Proportionate sick leave credits shall be earned and credited at the end of each pay period. Sick leave credits shall be earned at the rate of 12 working days for each year of service without restriction as to the number of working days that may be accumulated.
B. An employee may not accrue sick leave credits during a continuous leave of absence without pay that exceeds 15 calendar days. Employees are not entitled to be paid for sick leave under the provisions of this clause act until they have been continuously employed for 90 days. Upon completion of the parties note:qualifying period, the employee is entitled to the sick leave credits that have been earned.
(a) On appointment C. Permanent part-time employees are entitled to prorated leave benefits if they have a DHBregularly scheduled work assignment, a fulltime normally work at least 20 hours each week of the pay period, and have worked the qualifying period.
D. Full-time temporary and seasonal employees are entitled to sick leave benefits, provided they work the qualifying period.
E. An employee who terminates employment with the state or any county or city thereof, is entitled to lump-sum payment equal to 1/4 of the pay attributed to the accumulated sick leave. The pay attributed to the accumulated sick leave shall be entitled computed on the basis of the employee's salary or wage at the time employment with the state, county, or city is terminated.
F. An employee of the state or any county or city thereof who receives a lump sum payment pursuant to ten (10) working days leave for sick this act and who is again employed by the state or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement a county or city thereof shall not be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days credited with any sick leave for which he has previously been compensated.
G. The Department of Administration of the first twelve months State of employment Montana or the administrative office of any county or city thereof shall be responsible for the proper administration of sick leave and a minimum shall promulgate such rules and regulations as it deems necessary to achieve the uniform administration of five (5) additional working days for each subsequent twelve month periodsick leave and to prevent the abuse thereof. From 1 March 2012 where a part-time employee has used her/his sick leaveWhen promulgated, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done these rules and if additional regulations are effective to all employees of the State of Montana or any county or city thereof.
H. Abuse of sick leave is the result, it will be granted. Calculation is based on the anniversary cause for dismissal and forfeiture of the employee’s start datelump-sum payments provided for in this act.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on I. At least once a year the date District shall inform employees of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)balances.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required J. Employees must use all accrued sick time before being allowed to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of use leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final without pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions 27:01 It is agreed by both parties that earned sick leave entitlement shall be granted where an employee is unable to be at work and perform his or her regular duties as a result of this clause the parties noteillness or injury.
27:02 The sick leave to which an employee is entitled shall accumulate:
(a) On appointment During the first four (4) years of service at the rate of one- half (½) working day per bi-weekly pay period; and
(b) After the first four (4) years of service, at the rate of one (1) working day per bi-weekly pay period.
27:03 Sick leave shall be earned by daily and hourly paid employees pro-rated on the basis of total accumulated service and regular hours worked, exclusive of overtime (i.e. eighty [80] hours = ten
27:04 Sick leave with pay up to but not exceeding the net amount of entitlement will be paid to hourly paid employees based on the number of hours they normally would have been scheduled to work on the day they were absent on sick leave.
27:05 Sick leave shall not accumulate beyond two hundred and eight
27:06 An employee who has been absent on sick leave with pay, upon returning to work, shall continue to accumulate sick leave up to a DHB, a fulltime employee shall be entitled to ten maximum of two hundred and eight (10208) working days in accordance with Sections :02 and :03.
27:07 An employee appointed on the first working day of a bi-weekly pay period shall be eligible to accumulate sick leave for credits from that date. An employee appointed on any date other than the first working day of a bi-weekly pay period shall be eligible to accumulate sick or domestic purposes leave credits from the first full bi-weekly pay period following the date of appointment.
27:08 A new employee may be granted sick leave in advance of it being earned during the first twelve six (6) months of employmentservice, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except provided that a part time employee shall receive no fewer than the amount advanced, when combined with credits already accumulated, does not exceed five (5) working days days. If an employee who has used more sick leave than has been earned has his or her services terminated for the first twelve months of employment and a minimum of five reason other than layoff
27:09 Sick leave shall not accumulate during periods when an employee is:
(5a) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, Absent on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based and/or absent on the anniversary Workers Compensation for a period of the employee’s start date.more than ten (10) consecutive working days; or
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).Absent without leave; or
(c) The employee shall be paid at relevant daily pay as prescribed in Absent on leave of absence without pay. Subsections (b) and (c) to apply where the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for period of absence is greater than one-half (½) of the first five days in each twelve month bi-weekly period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) 27:10 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s careto be absent because of illness, the employee shall endeavour to notify his or her immediate supervisor of the absence due to illness at least one hour (1) prior to and not more than thirty (30) minutes after the normal hour of beginning work, or as soon thereafter as the means of communication permit.
27:11 The employer may, may request a medical certificate or sworn statutory declaration by advance notice or any time during or after the period of illness certifying an employee is or was unable to be present at its discretion, either: • Place work because of illness. Should the employee on suitable alternative duties; fail to provide a medical certificate or • Direct sworn statutory declaration acceptable to the employer within a reasonable amount of time, the employee to take leave on full pay. Such leave shall not be a charge against paid for the employee’s sick and domestic leave entitlementabsence.
27:12 Where an employee has been absent for a period of three (i3) working days or less because of sickness, the employee shall complete and submit a return on a form as required by the Employer. Where the Employer requires information other than a certificate of absence due to illness or injury, Article 12 shall apply.
27:13 Where an employee becomes ill during the period of the
27:14 Where the Employer has cause to request information other than that required in Section :11, the Employer shall reimburse the employee for any costs incurred for providing such information.
27:15 Employees can accumulate should make every reasonable effort to schedule their entitlement up medical and dental appointments outside of their working day. However, if employees are unable to a maximum schedule their medical and dental appointments outside normal working hours, they will be allowed time off without loss of 260 dayspay provided they are absent less than two (2) hours. Any unused portion Employees are encouraged to schedule appointments at the beginning or end of the first five days entitlementworking day in order to minimize disruptions and absences. Employee absences for appointments greater than two (2) hours, will be allowed without loss of pay if the employee has sick leave
27:16 For medical and dental appointments with specialists or for services not available locally, up to a maximum of 15 daystwo (2) days including travel and appointment time, can may be carried over from year allowed for such appointments. Where documentation acceptable to year the Employer is provided, sick leave may be used for such medical and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇dental appointments.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled earned at the rate of 3.7 hours per completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be continued only for those employees regularly scheduled to ten work in excess of forty (1040) working days hours per week and only for as long as they are so scheduled. Sick leave for sick or domestic purposes during shall be earned from the first twelve months employee's date of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement Sick leave credit shall be pro-rated earned for part time employees except that a part time any pay period in which the employee shall receive no fewer than has been in pay status for five (5) working days or more workdays or forty (40) hours. A part-time or intermittent employee shall earn sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where as follows: a part-time or intermittent employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual shall earn .04625 hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHBfor each hour in pay status per two-week pay period. Employees who move to another DHB after a break of 3 months or more and who are not involved For part-time employees, "hours in midwifery-related activities, will not pay status" shall be able to take their an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 daysnine hundred sixty (960) hours. However, the amount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the maximum accumulation of sick leave and the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to their credit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources at their discretion may authorize restoration of all or any part of the lapsed sick leave after thorough investigation, including complete medical reports of the illness requiring the continued absence of the employee.
(g) At the employer’s discretion, an employee 2. Sick leave may be granted further anticipated sick used for illness, necessary medical or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients dental care, or other staff disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the employer’s carespouse or significant other, the employer mayparents of the spouse or significant other, at its discretionthe children of the spouse or significant other, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s sick common welfare, there are significant shared financial obligations, and domestic leave entitlementthey must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months before benefits under this Article may be provided.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 15.01 After completion of the provisions probationary period, each employee will be eligible to start accumulating sick leave benefits. Sick leave credits may also be used for the purpose of this clause providing care to a dependent who is ill, or to attend medical appointments, at the parties note:discretion of the Employees.
15.02 An employee who has completed his probationary period is entitled to paid sick leave accrued at a rate of
(a1) On appointment one day per month of service to a DHB, maximum of twelve (12) sick days per calendar year. Unused sick leave days may be accumulated in a fulltime employee shall be entitled "bank" up to a total of ten (10) working days. If an employee has unused sick days leave for sick or domestic purposes during in excess of the first twelve months of employment, and up to an additional ten (10) working days "banked" days, the employee will receive compensation at the end of the calendar year equal to seventy-five (75%) of the value of each accumulated sick day, for each subsequent twelve month period. a maximum of two (2) days.
15.03 Part-time employees shall accumulate sick day credits based on the rate of one (1) day for every one hundred and sixty (160) hours worked.
15.04 An employee who is ill on a day when he is scheduled to work will be paid by The entitlement Employer for all scheduled time missed, and such payment shall be pro-rated deducted from his accumulated sick day credits.
15.05 An employee off work due to illness and entitled to sick pay shall not receive pay for part time employees except more sick days during any pay period than the normal number of days he would have worked during that a part time period.
15.06 An employee off work due to illness shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his not abuse sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional which includes but is not limited to engaging in gainful employment during the time off work. The penalty for abusing sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datepossible termination for cause.
(b) Employees 15.07 An employee who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee becomes ill during work hours shall be paid at relevant daily sick pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five balance of his scheduled shift and such payment shall be deducted from his accumulated sick day credits.
15.08 The Employer may request a doctor’s note at any time to verify illness or an employee’s work limitations. If the employee fails to supply such a certificate within a reasonable time the employee will be disqualified from receiving sick pay of those days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claimquestion.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:: - their agreed intent to have healthy staff and a healthy workplace; - that staff attending work unwell is to be discouraged and the focus is on patient and staff safety; - that they wish to facilitate a proper recovery and a timely return to work; - and that staff can have sick leave and domestic absences calculated on an hourly basis.
(a) 26.1 On appointment to a DHB, a fulltime full time employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part part-time employee shall receive no fewer than five (5) working days paid sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ Holidays ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim
26.2 An employee who ceases employment at one DHB and commences employment at another DHB may transfer to their new employment a maximum of up to 20 days (at their normal/ordinary rate of pay, T1) of their unused sick leave entitlement from their previous DHB employment, provided that any break in service between finishing at their previous DHB and commencing employment at the new DHB is not more than one calendar month. Any unused sick leave entitlement that is transferred shall be in addition to the sick leave entitlement the employee will receive on commencement of employment with the new DHB under clause 26.1, and shall not impact on their anniversary date for future sick leave entitlements.
(d) 26.3 In the event an employee has no entitlement left, she/he they may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet closest possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence consequences of not providing the leave • Any unusual and/or extenuating circumstances
(e) circumstances Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) . Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) 26.4 At the employer’s discretion, discretion an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside excess of an employee’s entitlement at the entitlement will time of cessation of employment may be paid to the employer. The employer may deduct monies due deducted from the employee’s final pay.
(h) 26.5 Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • :
26.5.1 Place the employee on suitable alternative duties; or • or
26.5.2 Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s employees sick and domestic leave entitlement.
(i) Employees 26.6 The employee can accumulate their unused sick leave entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with year.
26.7 The provisions of this clause are inclusive of the ▇▇▇▇▇▇▇▇ special leave provisions of the Holidays ▇▇▇ ▇▇▇▇.
26.8 Domestic leave as described in this clause is leave used when the employee must attend a dependent of the employee. This person would, in most cases, be the employee’s child, partner or other dependent family member.
26.8.1 It does not include absences during or in connection with the birth of an employee’s child. Annual leave or parental leave should cover such a situation.
26.8.2 At the employer’s discretion, an employee may be granted leave without pay, where the employee requires additional time away from work to look after a seriously ill member of the employee’s family.
26.8.3 The production of a medical certificate or other evidence of illness may be required.
26.9 Sickness during paid leave: When sickness occurs during paid leave, such as annual leave, the leave may be debited against the sick leave entitlement, (except where the sickness occurs during leave following the relinquishment of office) provided that:
26.9.1 The period of sick leave is more than three days and a medical certificate is produced.
26.9.2 In cases where the period of sickness extends beyond the approved period of annual leave, approval will also be given to debiting the portion, which occurred within the annual leave or long service leave period, against sick leave entitlement, provided the conditions in 26.9 and 26.9.1 above apply.
26.9.3 Annual leave may not be split to allow periods of illness of three days or less to be taken.
26.10 During periods of leave without pay, sick leave entitlements will not continue to accrue.
26.11 Where an employee has a consistent pattern of short term Sick Leave, or where those absences are more than 10 working days/shifts or more in a year, then the employee’s situation may be reviewed in line with the DHB’s policy and Sick Leave practices. The focus of the review will be to assist the employee in establishing practical arrangements to recover from sickness or injury.
26.12 Where an employee is incapacitated as a result of a work accident, and that employee is on earnings related compensation, then the employer agrees to supplement the employee’s compensation by 20% of base salary during the period of incapacitation. This payment shall be taken as a charge against Sick Leave up to the extent of the employee’s paid sick leave entitlement. The employer may agree to reimburse employees for treatment and other expenses or for financial disadvantage incurred as a result of a work related accident. This agreement will be on a case by case basis.
26.13 For non-work-related accidents, where the employee requests, the employer shall supplement the employee’s compensation by 20% of base salary and this shall be debited against the employee’s sick leave up to the extent of the employee’s paid sick leave entitlement.
Appears in 2 contracts
Sources: Multi Employer Collective Agreement, Multi Employer Collective Agreement
Sick Leave. 18.1 In applying
1. Full-time regular employees shall accumulate 4.62 hours of sick leave for each bi-weekly pay period of continuous service or a major portion thereof. Such accumulation shall continue during pay periods in which the provisions full-time regular employee with the approval of this clause the parties note:
University works a reduced number of hours per week but at least twenty (a20) On appointment hours per week provided that such pay periods do not exceed 1/3 of the pay periods in the employee's work year. ▇▇▇▇ leave may be accumulated up to a DHBmaximum of one thousand four hundred forty (1,440) hours. If a full-time regular employee is regularly scheduled to work less than twelve (12) months per year or less than forty (40) hours per week, a fulltime employee sick time earned shall be entitled to ten (10) working days prorated.
2. Part-time regular employees shall accumulate 4.62 hours of sick leave for each eighty (80) hours worked and for which compensation is paid. Prorated sick or domestic purposes during leave based on the first twelve months of employment, and aforementioned formula shall be credited to part-time regular employees each bi-weekly pay period. ▇▇▇▇ leave may be accumulated up to a maximum of one hundred twenty (120) times the number of hours in the employee's regularly scheduled workday.
3. Sick leave shall not be accrued after an additional ten employee is on Worker's Compensation for three (103) working days for each subsequent twelve month months, or when an employee is on an unpaid leave of absence, layoff, or long-term disability, or becomes separated from the University on or before the middle of a pay period.
4. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than In the case of an illness over five (5) working work days in duration or suspected sick leave for abuse, the first twelve months University may require the submission of employment and a minimum written statement by a qualified physician regarding the sickness or illness prior to the payment of five sick leave to an employee.
5. Employees must notify the Director, or appropriate Supervisor in charge of the shift of their illness as early as possible, but in any case no less than one (51) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his hour prior to the starting time, in order to be paid sick leave, unless a shorter time is approved by the Director.
6. In cases of serious illness, an employee who has exhausted all available leave credits, including annual leave and compensatory time, shall make application for total disability benefits if the medical prognosis indicates a disability of qualifying duration. If the medical prognosis does not indicate a disability of qualifying duration, the employee may be placed on leave without pay for the duration of the illness but not to exceed a total of twelve (12) months of paid and unpaid leave. Employees who are placed on leave without pay for reasons of personal illness shall have the rights and responsibilities described in Article 20, Leaves of Absence, Section 3, except that eligibility for long term disability benefits shall be retained to the extent permitted under the existing or equivalent long term disability insurance plan. In such event, the employee may make a written request to the Director for an advance of sick leave. The Director shall forward the request with his/her recommendation to the campus President or his/her designee. The President or designee may receive other recommendations regarding the request from such individuals as he or she determines to be appropriate. The President or designee shall have the sole discretion to accept or reject the request, and his/her decision shall be final and shall not be grievable. Upon the employee's return to work, the amount of sick leave advanced shall be repaid by the employee on a casemonthly basis at the rate of one-by-case basis, a calculation comparing actual hours versus contracted hours will half (1/2) of any future amounts accumulated until such time as the advance has been repaid. Any outstanding balance shall be done and if additional repaid by the employee at the time of termination.
7. The amount of sick leave is accumulated by an employee at the resulttime of retirement, it will up to a maximum of one hundred twenty (120) days, shall be granted. Calculation is based on the anniversary credited as if compensation were paid for such accumulated leave for purposes of determination of the employee’s start date's retirement benefit in only the University of Maine System Retirement Plan for Classified Staff (formerly the non-contributory retirement plan) as agreed in an Memorandum of Understanding between the University and the Union dated April 27, 1998.
(b) Employees who move between DHBs will take their accrued 8. Subject to supervisory approval, accumulated sick leave balance with themup to a maximum of one-half (1/2) of the total accumulated at the time of the qualifying event, may be used in the event of serious illness in the employee's immediate family. Future annual sick leave entitlement will be on For the date purpose of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activitiesthis Article, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee “immediate family” shall be paid at relevant daily pay defined as prescribed in spouse, children (or person for whom the ▇▇unit member acted as parent), parents (or person who acted as the unit member’s parent when the employee was a child), grandparents, grandchildren, sisters, brothers, step children, ▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇children, step parents, half-brothers, half-sisters, son-in-law, daughter-in- law, father-in-law, mother-in-law, brother-in-law and sister-in-law, and significant other in the household. This provision is for those emergency situations where the nature of the illness or family conditions are such that the employee must be available to care for the first five days in each twelve month periodimmediate family member. Thereafter they Approval for such use of sick leave will not be unreasonably denied.
9. A unit employee receiving long term disability (LTD) payments and who is able to work on a reduced schedule shall be paid at allowed to use accrued sick leave to supplement the ordinary rates of pay (T1 rate only). A medical certificate may be required to support difference between the employeeLTD payments received and the unit member’s claimregular salary.
(d) In the event an employee has no entitlement left, she/he 10. Employees may be granted an additional 10 days per annum. In considering the grant of use sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employeewith advance notice for doctor’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons appointments for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancethemselves.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Agreement Between University of Maine System and Fraternal Order of Police Lodge #100
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro14.1 Full-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of may earn sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated the following rate: Deputies earn sick leave based on 18.1 9-hour days to a maximum of nine hundred (a).
900) hours. Dispatchers earn sick leave based on eight (c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇8) hour days to a maximum of 900 hours. Sick leave benefits, for the first five days in each twelve month period. Thereafter they when authorized, shall be paid at the ordinary rates employee’s current base rate of pay (T1 rate only)pay. A medical certificate [Part-time employees see Sec. 23.1]
14.2 Sick leave may be required authorized on the basis of application therefore, approved by the Employer, for actual disability of the employee due to support illness, maternity, injury, legal quarantine, dental or medical treatment necessitating the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may 's absence. Sick leave usage shall be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick subject to approval and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested verification by the employeeEmployer, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision who may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct require the employee to take furnish a report from a recognized medical authority attesting to the necessity of the leave, and other information the Employer deems necessary. Eligible employees may use personal sick leave on full pay. Such leave shall not be benefits to care for a charge against sick or injured member of the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of 's immediate family for such reasonable periods, as the first five days entitlement, up to a maximum of 15 days, can employee's attendance with the immediate family member may be carried over from year to year and will be paid at relevant daily rate, necessary in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Family Medical Leave Act.
14.3 To be eligible for sick leave payment, an employee must notify the Sheriff or his designee prior to the starting time of the employee's scheduled shift. This notice may be waived if the Employer determines that the employee could not reasonably be expected to comply with this requirement because of circumstances beyond the control of the employee.
14.4 A disabled employee who, because of extended illness or injury, has exhausted all compensated leave may, upon application to the Employer, be granted a medical leave of absence without pay, not to exceed ninety (90) days. This leave may be extended up to one (1) year with the approval of the Employer.
14.5 The Employer may require an employee who is absent from duty, due to use of sick leave or a medical leave of absence, to undergo a medical evaluation and furnish a report from an appropriate medical authority, at the Employer's expense, that will enable the Employer to determine the employee’s fitness for performance of the employee's duties. When it is determined that the employee’s absence from duty is unnecessary, the Employer may require the employee to either return to work or resign.
14.6 Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom, are, for all job-related purposes, temporary disabilities, and shall be treated as any other illness in connection with employment.
14.7 Any employee who by reason of sickness or injury receives Workers' Compensation benefits may receive from the employer additional differential benefit from the accumulated sick leave, vacation leave, or other accumulated leave time, but the total weekly compensation including leave and compensation benefits shall not exceed the net weekly base rate of an employee.
14.8 Once an employee has reached the maximum number of sick leave days allowed, 25% of the excess will be converted to vacation
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee 1. Sick leave credit shall be entitled earned at the rate of 3.7 hours per completed two- week pay period of service. The current practices concerning the earning of sick leave credits shall be continued only for those employees regularly scheduled to ten work in excess of forty (1040) working days hours per week and only for as long as they are so scheduled. Sick leave for sick or domestic purposes during shall be earned from the first twelve months employee's date of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement Sick leave credit shall be pro-rated earned for part time employees except that a part time any pay period in which the employee shall receive no fewer than has been in pay status for five (5) working days or more workdays or forty (40) hours. A part-time or intermittent employee shall earn sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where as follows: a part-time or intermittent employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual shall earn .04625 hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHBfor each hour in pay status per two-week pay period. Employees who move to another DHB after a break of 3 months or more and who are not involved For part-time employees, "hours in midwifery-related activities, will not pay status" shall be able to take their an employee's regularly scheduled budget authorized hours. An employee may accumulate unused sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.nine hundred sixty (960) hours. However, the amount of unused sick leave accruals which can be credited towards State service for retirement purposes shall be seven hundred twenty (720) hours. For part-time or intermittent employees, the maximum accumulation of sick leave and the amount of unused sick leave which can be credited toward State service for retirement purposes shall be a percentage of nine hundred sixty (960) hours and seven hundred twenty (720) hours, respectively, equal to ten percent (10%) for each eight (8) hours in pay status per two-week pay period. When the maximum limitation has been accumulated, days that would normally thereafter be earned shall lapse but shall be recorded by the appointing authority. Any employee who has such lapsed sick leave to his/her credit may apply to the Director of Human Resources to have the sick leave restored in the event of an extended illness. The Director of Human Resources at his/her
(g) At the employer’s discretion, an employee 2. Sick leave may be granted further anticipated sick used for illness, necessary medical or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients dental care, or other staff disability of the employee or a member of the employee's immediate family which requires the attention or presence of the employee. Immediate family as used in this Article shall mean the employer’s carespouse or significant other, the employer mayparents of the spouse or significant other, at its discretionthe children of the spouse or significant other, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against parents, stepparents, guardian, children, stepchildren, brothers, stepbrothers, sisters, stepsisters, wards, grandparents and grandchildren of the employee. For the purposes of this Article, “significant other” means that a relationship exists between two people, neither of whom is married, that is intended to remain indefinitely and where there is joint responsibility for each other’s sick common welfare, there are significant shared financial obligations, and domestic leave entitlementthey must be living together in a shared primary residence. This relationship must have existed for at least six (6) continuous months before benefits under this Article may be provided.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 A) The sole purpose of this provision is to provide sick leave for those employees who suffer from a personal illness and/or injury and are unable to perform their job function except that sick leave may be utilized for an illness or injury in an employee's immediate family and for doctor and dental appointments. Any employee who claims sick leave under false pretenses may be subject to immediate disciplinary action.
B) Employees hired on or prior to March 23, 1989 shall be granted eighteen (18) sick days per year. Employees hired after March 23, 1989 shall be granted thirteen (13) sick days per year.
C) All Sick Leave time will be based upon a calendar year. Sick leave time will be credited as follows;
1) All employees entitled sick leave time shall be credited to the employee monthly. For example, an employee earning 18 days of sick leave shall be credited 1.5 days of sick leave time, which shall be available for use after such earned accrual.
D) New hires will be credited a prorated amount of the thirteen days of sick leave time they are entitled to, dependent upon the actual date of hire within the calendar year, and such accrual of such sick time shall be provided based upon Section (C) Subsection 1., noted above.
E) New employees hired on or before the fifteenth (15th) of the month, will be credited with an anniversary date as of the first of that month. New employees hired after the fifteenth (15th) day of the month will be credited with an anniversary date as of the first day of the next month. These dates will be used for the purpose of determining the prorated amount of sick time available in their first year.
F) All references to days in this Article shall be converted to equivalent hours. The hourly credit for these days will be calculated based on the appropriate days times the hours of a normal workday for that employee’s department.
G) Upon becoming sick or disabled, an employee shall, during his sickness or disability, be granted sick leave with pay to the extent of the unused sick leave time accumulated.
H) Sick leave time shall be considered for all purposes as continuous service. In applying the case of retirement, the provisions of Section 41-j under the New York State Retirement System shall prevail.
I) Any employee who is incapable of performing her duties because of maternity disability may utilize accumulated sick leave credits during such absence. A maternity leave shall be considered to commence on the date when the employee is no longer capable of performing her regular duties and shall end on the date that the employee can resume the performance of her regular duties. The employee may be requested or required to bring in a doctor’s notice to verify the date when the employee is not capable of performing her duties or when the employee is capable of returning to work.
J) When an employee is absent from work because of sickness or disability, the Department Head may require a physician’s certificate, an examination or other acceptable medical evidence for any absence. If a doctor’s examination is called for, it shall be paid for by the County provided the results establish a bona fide illness or disability.
K) When such a certificate is required, it will be so noted on the employee’s time record. When the illness or disability is five (5) days or longer in duration, a physician’s certificate is required at the end of the fifth day and for each five (5) workdays of continuous absence thereafter (this clause the parties note:
(a) On appointment requirement is waived when an employee is confined to a DHB, a fulltime employee hospital). Such certificate shall state the nature of the illness or disability and the expected date of return to work.
L) Employees shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement accumulate up to a maximum of 5 the equivalent hours for two hundred forty-five (245) days of sick leave. For those employees who have accumulated more than the equivalent hours of two hundred forty-five (245) days of sick leave, they shall not be allowed to accumulate any additional sick leave until such time that they have less than the equivalent hours for two hundred forty-five (245) days. The exception to this maximum amount is covered under Section M of this Article.
M) Employees who retire from County service shall be entitled to one hundred per cent (g100%) At the employer’s discretionof their normal daily rate for each day of accumulated sick leave over one hundred sixty-five (165) workdays, however, under no circumstances will an employee may be granted further anticipated entitled to payment of more than the equivalent of thirty-five (35) sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final paydays of compensation, under this section.
(hN) Where When an employee is suffering absent from a minor work due to illness which could have a detrimental effect on or injury, said employee will make every reasonable effort to notify the patients appropriate County official (i.e., Department Head) prior to the beginning of the workday or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementas soon thereafter as feasible.
(iO) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion personal time may be converted to sick time at the end of the first year even if it results in exceeding or adding to more than the equivalent hours of two hundred forty-five (245) sick days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇accumulated.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions 47.01 Permanent and Term Employees shall earn sick leave credits of this clause the parties note:
seven- tenths (a0.7) On appointment to of a DHBday per month, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated based on the Employee’s actual hours worked compared to a Standard Work Week as provided for part time employees except that in Article 2.01 (r).
47.02 Permanent or Term Employee may use sick leave credits where the Employee:
1) is unable to perform their duties due to illness or injury;
2) is in quarantine;
3) must travel for medical purposes; or
4) needs medical attention for exploratory or preventative purposes.
47.03 The Employer may require such Employee to obtain a part time employee shall receive no fewer medical certificate from a qualified medical practitioner for sick leave absences of more than five (5) working days consecutive days. The Employer shall reimburse the Employee for the cost of any such medical certificate.
47.04 Unused sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate credits may be required carried over from one year to support the employee’s claim.
(d) In the event an employee has no entitlement leftnext, she/he and may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement accumulated up to a maximum of 5 thirty (30) sick days. Sick days are cancelled and not paid out on termination of employment.
(g) At the employer’s discretion, an employee may 47.05 Sick leave credits for Permanent and Term Employees shall be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid advanced to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect Employee on April 1 of each year, based on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up level of actual shift hours worked compared to a maximum of 260 daysStandard Work Week. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇leave credits will be reassessed at the time of a change in regular shift hours worked.
47.06 An advance of sick leave credits shall be reimbursed to the Employer by deduction from future sick leave credits or, where the Employee's service is terminated before the advance is repaid, by deduction from compensation otherwise owed to the Employee.
47.07 Where employment is terminated by death, the Employee shall be deemed to have earned the amount of any sick leave with pay advanced.
47.08 The Employer may grant an Employee additional sick leave without pay if required by the Employee. An Employee who is on sick leave without pay shall remain a member of the bargaining unit and is entitled to all of the benefits of this Agreement except that the Employee shall not accrue leave with pay, paid vacation or other paid leave during a period of sick leave without pay.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying This Section applies to employees hired before January 1, 2019. It is agreed that employees shall earn and be granted sick leave of absence under the provisions of this clause the parties notefollowing conditions and qualifications:
A. After the completion of the six (a6) On appointment to a DHBmonths of employment, a fulltime each full-time employee shall be entitled credited with forty-eight (48) hours of sick leave and will accumulate sick leave with pay at the rate of eight (8) hours for each full month of employment exclusive of unpaid leaves of absence. Full-time and full-time/part-time employees shall earn and accrue sick leave at the rate of eight (8) hours sick leave for each one hundred seventy-three (173) straight time hours worked, however, no paid sick leave may be taken until an employee has worked six (6) months. The maximum accrued sick time shall be fourteen hundred and forty (1440) hours.
B. The hours of sick leave that would have been earned when an employee is at the 1440 maximum shall be placed in a retirement ‘bonus bank’ which can only be used to receive pension credit pursuant to 12.10. At no time can hours in the retirement ‘bonus bank’ be added or returned to the sick leave accrual.
C. All payments for sick leave shall be made at the employee's rate of pay when he takes his sick leave.
▇. ▇▇▇▇ leave, when approved by the Sheriff and Human Resources Director, shall be granted:
1. When it is established to the Employer's satisfaction that an employee is incapacitated for the safe performance of his duty because of illness or injury.
2. When unusual situations or emergencies exist in the employee's immediate household.
3. A full-time employee shall be allowed up to ten (10) working days leave hours each year for sick or domestic purposes during doctor and dental appointments. Time spent at doctor and dental appointments in excess of the first twelve months of employment, and up to an additional ten (10) hours provided herein shall be deducted from the employee's paid sick leave. The Employee must submit a signed verification from the doctor/dentist substantiating the appointment.
E. No sick leave shall be granted for minor illnesses which would not affect the safety of the employee, or of other persons, or of property, while performing job duties.
F. Disability due to pregnancy shall be treated as any other disability.
G. Medical certification will not be generally required to substantiate sick leave of absence of three (3) consecutive working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that or less; however, medical certificates, or in lieu thereof, a part time signed written statement from the employee shall receive no fewer than five (5) working days sick leave setting forth the reasons for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required at the discretion of the Employer, for each absence, regardless of duration, if the Employer has reason to support believe that the employee’s claimemployee is abusing his sick leave privileges. Falsification of the medical certificate or falsely setting forth the reasons for the absence shall constitute just cause for dismissal.
(d) In the event ▇. Before an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement his duties for twelve (12) consecutive days returns to work, he shall satisfy the Employer that he is exhausted. Requests should be considered at the closet possible level of delegation fit to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidanceagain perform his duties.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 18.01 Sick leave, with salary and benefits, shall be granted to an employee for the provisions purpose of this clause obtaining necessary medical or dental treatment or because of accident, sickness or disability, in accordance with the parties notefollowing. Sick leave credits, in the amount of two (2) days for each school month worked, to a maximum of twenty (20) days per year, shall be granted. Unused sick leave credits shall accumulate to a maximum of one hundred and fifty (150) working days. For each day of sick leave with salary granted, accumulated sick leave credits shall be reduced by one (1) day. Prior to October 31 of each year, the Board will advise each employee of the amount of that employee’s sick leave credits.
18.02 Notwithstanding the above, the Employer shall, where circumstances warrant, permit an employee to borrow up to fifteen (15) days sick leave credits which shall be charged against future sick leave credits as earned.
18.03 Each employee will be advanced the full twenty (20) days of sick leave at the commencement of the school year. An employee who is hired after the commencement of the school year will be advanced sick leave on a prorated basis for the remainder of the school year. Any sick leave taken but not earned shall be recovered from monies payable to the employee.
18.04 At the request of the employee, the Board shall supply a departing employee with a statement of the number of the unused sick days that have been accumulated during the employee’s term of employment.
18.05 An employee shall be eligible for sick leave from the onset of illness or disability to:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary amount of the employee’s start datesick leave credits (including borrowed credits, if any) or
(b) the date of the employee’s eligibility for benefits under the Long-Term Disability Plan. In no event will sick leave be paid beyond the date of eligibility for benefits under the Long-Term Disability Plan.
18.06 When an employee is eligible for the long-term disability benefits, no further sick leave credits shall be earned. However, accumulated sick leave credits shall be retained.
18.07 On termination of employment, all sick leave entitlements with the Board shall be cancelled.
18.08 Before payment is made under the foregoing provisions, the employee shall provide:
(a) A statement, in a form approved by the Board, signed by the employee substantiating the illness.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on At the date request of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after the Board, a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support from the employee’s claim.
(d) In attending medical or dental practitioner where the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave absence is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
period of more than three (f3) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 Employees shall retain all sick leave accumulated through December 31, 1996. Accumulated sick leave may be used by the employee for a bonafide illness or injury only as follows:
A. In applying lieu of Short Term Disability insurance coverage where the employee would otherwise qualify for benefits under the terms of the policy, or otherwise provided by the Employer.
B. For all days, or portions thereof, not covered by the Short Term Disability insurance, provided the length of time lost, due to the illness or injury, would qualify the employee for benefits under the terms of the policy, or otherwise provided by the Employer.
C. In the event a member of the employee’s immediate family, living in the same household, is ill or injured and a doctor, licensed day care provider, or school official, has recommended that the employee remain at home during this illness or injury. The employee must provide the Employer written verification of this recommendation to be eligible to use accumulated sick leave for this purpose.
D. Where the illness or injury arises out of, or in the course of, employment with the Employer; to provide the difference between the employee’s regular pay (Base plus longevity), based on their normal 40 hour work week and the weekly benefit provided through Worker’s Compensation Insurance; provided, however, only the amount of sick leave required to make up this difference shall be deducted from the employee’s sick leave bank. Sick leave will not be deducted for the day of the injury.
E. To provide the difference between the employee’s regular pay, based on their normal 40 hour work week, and the weekly benefit as provided through the Short Term Disability Insurance, or otherwise provided by the Employer; provided, however, only the amount of sick leave required to make up this difference shall be deducted from the employee’s sick leave bank.
F. Upon an employee’s death or retirement, the Employer shall pay the employee, or the employee’s estate, for 50% of his/her accumulated sick leave. Such payment shall be at the employee’s regular rate of pay at the time of death or retirement. Such payment shall not apply to days accumulated in excess of 120.
G. An employee who has exhausted the paid leave available to him/her under the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Section shall be entitled to ten (10) working days considered on a leave of absence without pay. An employee receiving sick leave benefits shall be considered on a paid leave for sick or domestic purposes during the first twelve months of employment, accruing seniority and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start datefringe benefits.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 29.01 Reflecting the provisions intent that employees shall have income protection either through salary continuation or eligibility for long term disability benefits where absence from work is due to non-occupational illness or injury, employees shall be entitled to authorized leave and to salary continuation for absences due to non- occupational illness or injury in accordance with the terms of this clause Article provided that the parties noteemployee satisfies NAV CANADA of his or her inability to work in such manner and at such time as may be determined by NAV CANADA.
29.02 In the event that an employee is absent from work under this Article, salary continuation will be provided. However, where an employee is absent for a continuous period in excess of one hundred and thirty (130) days, salary continuation will cease as of the one hundred and thirty-first (131st) day at which time, the employee will become eligible for long term disability benefits. Absence is considered to be continuous if it is due to a recurrence of the same or related illness within any thirty (30) day period.
29.03 Salary continuation benefits will be as follows:
(a) On appointment salary continuation will be at one hundred percent (100%) of the employee’s normal salary for up to sixty-five (65) days in any twelve (12) month period;
(b) any salary continuation in excess of sixty-five (65) days in any twelve (12) month period shall be at seventy percent (70%)of the employee’s normal salary;
(c) if a period of continuous absence due to illness exceeds one hundred and thirty (130) days, the employee will be eligible to apply for long term disability benefits under the NAV CANADA long term disability program.
29.04 As of November 20, 1998 all further accumulation of former sick leave credits ceased and existing employee banks were frozen.
29.05 Employees who are absent from work due to a DHBnon-occupational illness or injury and who have accumulated sick leave credits as of November 20, a fulltime employee shall 1998 under the former sick leave program shall:
(a) in the event of absence due to non-occupational illness or injury, continue to use their accumulated sick leave credits in lieu of any DISP benefits or NAV CANADA Disability Insurance Plan entitlements until such time as their former sick leave credits are exhausted;
(b) upon exhaustion of former sick leave credits, be entitled to income security benefits under the DISP or NAV CANADA Insurance Plan as if the period of absence due to non-occupational illness or injury during which the sick leave credits expired had been a period solely under the DISP.
29.06 The use of former sick leave credits will not result in any loss of income protection eligibility either through the DISP or the NAV CANADA long term disability plan.
29.07 For the purpose of insuring the wellness of all employees in the bargaining unit, the bargaining agent and NAV CANADA will jointly sponsor, endorse and support a program to be done through a mutually agreed upon third party provider.
29.08 Application of this program will only be considered if an employee is absent under this clause for more than ten (10) working days leave for sick or domestic purposes during the first in any twelve months of employment, and up to an additional ten (1012) working days for each subsequent twelve month period. The entitlement shall be pro-rated , or for part time employees except that a part time employee shall receive no fewer than continuous period of over five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month perioddays. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours Its application will be done and if additional sick leave is subject to the result, it rules of privacy applicable in such cases.
29.09 The program will be granted. Calculation is based on utilized to ascertain the anniversary of the employee’s start datereasons for absences, to develop with an employee a program to assist in improved attendance or an early return to work.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement 29.10 All third party provider costs related to this program will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)borne by NAV CANADA.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying 14.01 Pay for sick leave is for the provisions sole and only purpose of this clause protecting the parties note:employee against loss of regular income when he is legitimately ill and unable to work and will be granted on the following basis: Effective January 1, 2004
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave will be allowed for sickness for employees on the first twelve months basis of employment eighty-eight (88) hours, per plan year and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted these hours will be done and if additional sick leave is credited to the result, it will be granted. Calculation is based on the anniversary Employee's bank January 1 of the employee’s start dateeach year.
(b) Employees who move between DHBs will take their accrued all unused sick leave balance may be accumulated to the credit of the employee up to a maximum of five hundred twenty (520) hours. Banked sick hours are transferable to the maximum level of the employee’s new job classification. Any full-time employee with them. Future annual a bank of unused sick leave entitlement hours will be on forfeit their bank of hours effective the date of any change from their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwiferyfull-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)time job status.
(c) The An employee shall with a bank of sick days will be paid at relevant daily pay as prescribed able to use their banked days instead of applying for short term disability on the fourth day of illness, or on the first day of hospitalization or accident. An employee has a second option of utilizing their short term disability coverage under the current guidelines in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇benefit booklet and having their short term payment topped up by using a portion of their banked sick days to achieve 100% of regular earnings. By utilizing this option employees will accrue vacation entitlements on any portion paid by the employer. By utilizing either option contained in article 14.01 (c) the 26 week short term time period commences on the fourth day of illness, for and/or first day of accident or hospitalization. NOTE: Staff are cautioned that if their full bank of sick days are used before the first five days in each twelve month period. Thereafter end of any calendar year, and staff have another period(s) of illness, they shall be paid at the ordinary rates of will have a three day waiting period without pay (T1 rate only). A medical certificate may be required to support the employee’s claimbefore short term payments commence.
(d) In the event an employee has no entitlement left, she/he upon returning to work from sick leave may be granted an additional 10 days per annum. In considering requested to present proof of sickness in the grant form of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation a medical certificate acceptable to the Employer; further, an employee and returning to work from sick leave in excess of seven (7) working days may be required to present proof of fitness to return to work in the quickest time possible, taking into account form of a medical certificate. The employer will reimburse the following: • The employee’s length employee for the cost of service • The employee’s attendance record • The consequence of not providing obtaining any medical certificate that was requested by the leave • Any unusual and/or extenuating circumstancesemployer.
(e) Reasons employees shall not be entitled to sick leave for a refusal shall, when requested sickness or accidents that are reported to and paid by the employee, be given in writing Workplace Safety and before refusing a request, the decision maker is expected to seek appropriate guidanceInsurance Board.
(f) Leave granted under this provision may upon retirement, layoff, or termination of employment, any unused hours standing in the name of the employee shall be debited as an advance on the next years’ entitlement up to a maximum cancelled and shall be of 5 daysno effect.
(g) At any employee absenting himself on account of personal illness must notify the employer’s discretiondesignated manager on the first day of illness before the time he would normally report for work, an employee may and this notification shall be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid given prior to the employerbeginning of the scheduled shift, wherever possible. The employer may deduct monies due from employee must advise the final payEmployer of his/her anticipated length of absence or must call the designated manager on each day of absence.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on Probationary employees shall not receive paid sick leave during the patients or other staff in probationary period. At the employer’s caresuccessful completion of probation, the employer may, at its discretion, either: • Place the employee shall be credited with paid sick hours on suitable alternative duties; or • Direct the employee a prorated basis to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlementtheir date of hire.
(i) Employees can accumulate their entitlement up Should an employee be absent on sick leave prior to a maximum of 260 days. Any unused portion scheduled vacation period and the illness extends into the vacation period, then that part of the first five days entitlementvacation period not used as vacation time may be deferred to be taken at a later date mutually agreed upon, up provided that the employee can produce a medical report from a medical doctor. Where during his vacation, an employee becomes hospitalized, he may elect to a maximum use his sick credits for the period of 15 days, can be carried over from year to year and will be paid at relevant daily rate, his hospitalization in accordance with place of his vacation time provided that he provides satisfactory proof of illness or disability for the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇period in question.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying Employees with seniority will accumulate in each year, two and one-twelfth days of sick leave with pay for every month of work subject to the provisions of this clause the parties notefollowing:
(a) On appointment At the end of a full calendar year of service, the maximum accumulation of sick leave will be twenty-five (25) sick leave days provided no sick leave days have been applied for and granted during the calendar year.
b) If an Employee is required to take time off for occasional illness, such Employee may draw from his or her sick leave accumulation. In the case of an illness or injury requiring a DHBlonger absence from work, the Employee may also elect to draw from the sick leave accumulation prior to accessing Employee’s Short Term Disability benefits under this Agreement.
c) If an Employee is not able to work because of illness or injury, such Employee must notify the Employee’s Manager immediately so that the Employee’s responsibilities can be taken care of while the Employee is away. Employees must also keep their Manager advised each day they are absent, and where possible provide an estimated return to work date.
d) Employees may be required by the Employer to provide a medical certificate to prove their illness.
e) At the end of each year, a fulltime employee shall maximum of 10 days of unused sick leave will be entitled banked. If there are unused sick leave days remaining at the end of the calendar year (over and above the banked 10 days), those sick leave days will be converted to paid vacation days on a 5 to 1 basis (i.e. 5 sick days will be converted to 1 vacation day). Employees must have ten (10) working days of sick leave for “banked” before any unused sick or domestic purposes during the first twelve months of employment, and up days can be converted to an additional ten (10) working days for each subsequent twelve month periodvacation days. The entitlement shall maximum number of sick days that can be pro-rated converted to vacation days within a calendar year is 25, for part a total maximum of 5 converted vacation days. No portion of accrued sick time employees except that a part time employee shall receive no fewer of less than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having eligible to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons exchanged for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 vacation days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Sick leave with pay shall be entitled granted to all permanent full-time employees at the rate of one and one-quarter (1-1/4) days, ten (10) working hours for 40 hour work week and or one and one half (1-1/2) days 13 hours for the tour system; for each full month of active service. An employee in probationary status may utilize sick leave at the discretion of the department head who may require a certificate from a licensed physician.
A. Sick leave shall not be considered as a privilege, which an employee may use at his discretion, but shall be allowed only in case of necessary and actual sickness or disability of the employee, or because of illness in his immediate family, which necessitates his absence from employment.
B. To receive compensation while absent on sick leave, the employee shall notify his immediate superior prior to the time set for beginning his daily duties. The department head may require an employee to furnish a satisfactory written affidavit to justify the use of sick leave. If medical attention is required, or domestic purposes during the first twelve months of employment, and up to if an additional ten employee is absent for more than four (104) consecutive working days for each subsequent twelve month period. The entitlement shall be prothose working the 40-rated for part time hour workweek; tour system employees except that a part time employee shall receive no fewer than five who are absent 2 consecutive tours (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis48 hours), a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is certificate stating the result, it will be granted. Calculation is based on the anniversary nature of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after illness from a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate licensed physician may be required to support justify the employee’s claimuse of sick leave with pay.
(d) In C. Unused sick leave may be accumulated to a total of not more than 1,800 hours. The employee shall not be compensated for unused sick leave except as provided below: Upon retirement from the event City service, an employee has no entitlement left, she/he may be granted an additional 10 elect one of the following:
1. Be compensated for accrual of sick leave days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level rate of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length one hours pay for each two (2) hours; of service • The employee’s attendance record • The consequence of not providing the accrued sick leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days900 hours of pay for 1,800 hours of accrued sick leave.
(g) At 2. Take terminal leave of up to 900 hours by conversion of sick leave to terminal leave at the employer’s discretionrate of two sick leave hours for one hour of terminal leave.
D. Illness or disability arising out of pregnancy, an or a pregnancy-related condition shall be reason for use of sick leave. A doctor's certificate may be required for extended absence relating to pregnancy.
E. An employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement use up to five (5) days (40 hours) or 2 tours (48 hours) sick leave to attend his wife's needs during a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇post-natal period.
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
Sick Leave. 18.1 In applying It is agreed that sick leave shall be earned and used in accordance with the provisions of this clause the parties notefollowing:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick Sick leave is that period of time which an employee is authorized by his or her supervisor to be away from the result, it will be granted. Calculation is based on the anniversary job with pay because of the employee’s start date's illness, the employee's disability, the employee's off-duty injury, or the employee's doctor/dental appointment. Sick leave may also be used for time-off due to illness (requiring care by the employee) of a member of the employee's immediate family.
(b) Employees who move between DHBs will take their accrued Sick leave shall be accumulated at the rate of 0.0462 hours of credit for each hour of regular straight time schedule in work, holiday, compensatory time off, administrative leave, vacation or paid sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a)status.
(c) The Sick leave accumulated by an employee shall will be paid at relevant daily pay as prescribed in credited for use by the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇employee when it is accumulated. Upon crediting of time, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate such time may be required to support taken off in accordance with the employee’s claimterms of this Agreement.
(d) In the event an employee has no entitlement left, she/he Sick leave may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is accumulated from year to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation year subject to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated limitations provided below. Unused accumulated or credited sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against converted to cash except in the following circumstances:
1) Permanent employees with two years of continuous service who have in excess of 80 hours of accumulated sick leave as of December 1 of each year may, at the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up 's option, convert that amount in excess of 80 hours to a maximum of 260 days. Any unused portion of the first five days entitlementcash, up to a maximum of 15 days, can be carried over from 200 hours. Employees who separate employment prior to December 1 of any year to year and will be paid at relevant daily rate, may convert accumulated sick leave in excess of 80 hours as of the date of separation in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇terms herein provided.
2) Notice of an employee's intent to convert sick leave to cash under subsection (1), above, must be received by the Employer no later than December 10 of that year. After that date, no conversion will be allowed under subsection (1) until the following year. These date requirements may be waived in cases of separation from employment where an employee would otherwise be eligible for conversion of sick leave.
3) Accumulated sick leave hours in excess of 240 hours not used by May 31st of each year will automatically be converted to cash.
4) All cash conversions under Section 10.1(d) shall be at 50% of the employee's regular straight time hourly rate at the time of conversion, or at $4.00 an hour, whichever is greater.
5) Once an employee converts sick leave to cash under this provision the conversion cannot be reversed and the sick leave cannot be recredited.
6) Under no other circumstances, e.g., retirement, termination, etc., shall sick leave be converted to cash. Conversion to cash shall be allowed only as specified in this subsection, Section 10.1(d).
(e) Immediate family shall be defined and limited to spouse, child, step-child, grandchild, parent or grandparent. Under special circumstances at the discretion of management the Employer may allow an additional relative to be covered by this provision. It is expressly understood that such expansions of coverage will be limited to special circumstances where, for example, an aunt or uncle has raised the employee. It is expressly understood that the coverage for grandchildren and grandparents shall require documentation of proof of hospitalization or a "serious medical condition" as defined by FMLA.
(f) When an employee is away from the job because of illness or injury under this section more than three (3) consecutive working days or when abuse of sick leave is suspected, the Executive Director reserves the right to require a medical certificate or other appropriate verification of the reasons for absence under this section.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours 11.10.01 Employees will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of accrue paid sick leave at their previous DHB. Employees who move to another DHB after a break the rate of 3 months or more and who are not involved in midwifery-related activitiesone (1) working day per month, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 eight (8) working days [sixty four (64) hours] per calendar year. Such days in equivalent hours will be used by the employee to offset loss of pay due to absence caused by illness/injury of the employee or when the employee is absent to care for their sick or injured spouse/partner, parent or dependent child. Note: Implementation of the 2 additional sick and family care days: - In 2016, a maximum of seven (7) working days [fifty-six (56) hours] will be accrued. - In 2017 and thereafter, a maximum of eight (8) working days [sixty- four (64) hours] will be accrued.
(g) At the employer’s discretion, an employee may be granted further anticipated 11.10.02 Accrued sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement hours will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where reduced when an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against absent until such time as the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlementaccrued credits are exhausted, up to a maximum of 15 days, can be carried over from year to year and sixty four (64) hours per calendar year. Partial days will be paid at relevant daily ratededucted from the banks on an hour for hour basis. Sick days in excess of the foregoing will be unpaid.
11.10.03 Employees may bank any unused sick leave hours accrued under Article 11.10.01, to a maximum of hundred and twelve (112) hours, for use exclusively during the waiting period for GIDIP benefits (“GIDIP Bank”).
11.10.04 During the GIDIP waiting period, employees shall deplete available sick leave hours in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇following order:
(1) Any hours accrued under Article 11.10.01;
(2) Any hours in the GIDIP Bank; and then
(3) Any hours in the employee’s existing sick bank. Withdrawal from these banks will be made according to the employee’s preceding work schedule.
11.10.05 Employees will have access to the above banks upon self declaration of disability. However, should an employee not go on GIDIP, the Company will recoup the payment made and replenish the appropriate bank.
11.10.06 Employees who misuse sick leave shall be subject to discipline. End
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying 26.1 Sick Leave is for bona fide illness/injury only and is not to be considered as additional time off or vacation. A physician’s statement shall not normally be required until the provisions 5th day of authorized sick leave. However, the Company reserves the right to require a doctor’s verification at any time sick leave is being abused.
26.2 Sick leave shall commence on the first day of illness or on the first day of hospitalization. Leave for employees who have completed their trainee (new hire) training period shall be earned at a rate of 1.85 hours per completed week of active service up to a maximum of 96 hours per year.
26.3 At no time will usage of earned and authorized sick leave be used as a tool to determine promotions, discipline, or transfers.
26.4 At the end of each calendar year, earned, unused Sick Leave hours may go into the Casual Sick Leave account, which has a cap of 240 hours, or the Hospital Sick Leave account, which has no cap.
26.5 Hours paid under this clause article will be paid at the parties noteemployee’s straight time hourly rate and will not go into the overtime base.
26.6 As a means to control the abuse of sick leave, it is agreed that:
(a) On appointment An employee that has been scheduled/notified to a DHBwork for training, a fulltime employee shall be entitled overtime, and/or required appointments, who fails to ten (10) working work the scheduled hours on the third occasion within 90 days leave for must use vacation, personal or sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days leave/casual sick leave (or a combination thereof) for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodtotal hours scheduled. From 1 March 2012 where a part-time An employee has used her/his sick will not receive discipline when they have been charged leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.;
(b) Employees who move between DHBs will take their accrued An employee may elect to be reimbursed for any unused earned sick leave, limited to the current year’s hours in excess of 48 hours, minus any time used in any sick leave balance with themcategory. Future annual sick leave entitlement This amount will be on paid in the date second pay period of their anniversary when they received their last allocation the following calendar year at the employee’s straight time hourly rate at the time of sick leave at their previous DHBdistribution. Employees who move to another DHB after a break of 3 months The current year’s hours not paid may be banked into his Casual or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).Hospital account;
(c) The Hospital Sick Leave may only be accessed for actual hospitalization as defined in the
26.7 With the exception of termination for cause, an employee shall leaving the Company will be paid ½ of the current year’s accrued sick leave up to 48 hours minus any time used in any sick leave category. This payout will be at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered straight time hourly rate at the closet possible level time of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year termination and will be paid at relevant daily rate, in accordance with not go into the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇overtime base.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Bargaining Agreement
Sick Leave. 18.1 In applying 27.01 Sick leave means the provisions of this clause time the parties note:
(a) On appointment employee is absent during normal working hours with full pay because he/she is sick or disabled, confined by Doctor's orders due to exposure to a DHBcontagious disease, or under treatment by a fulltime employee shall be entitled to ten (10) working days leave for sick physician, or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month perioddentist. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick Sick leave is not available to employees whose injury leave claims are not approved due to their failure to cooperate with the resultinsurer in respect of their injury leave claims.
27.02 If requested by the Employer, it will be grantedemployees claiming sick shall submit to appropriate examinations by physicians appointed by the Employer. Calculation is based Such physicians shall report to the Employer only on the anniversary of the employee’s start dateability to report for work and to perform the required work. The Employer may require employees on sick leave to be approved for full operational duties by a physician appointed by the Employer before returning for duty. The Employer shall pay for all medical expenses not covered under the employee’s medical plan for any examinations, tests as directed by the Employer. With respect to injury and sickness, the availability of suitable alternative duties will be determined by the Employer in consultation with the employee and health professionals.
(b) 27.03 Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of shall accumulate sick leave at their previous DHBa rate of (twelve) 12 hours per month to a maximum of 1200 hours.
27.04 Employees on leave, during which they accrue seniority, shall accrue sick leave. Employees who move to another DHB after a break of 3 are off longer than twelve (12) months or more and who are shall not involved in midwifery-related activities, will not be able to take their accrue sick leave balance with them and will be allocated sick leave based on 18.1 commencing at the end of said twelve (a)12) months.
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) 27.05 In the event an employee becomes injured off the job and does not have sufficient sick leave credits to carry him/her through the waiting period for LTD, the Employer agrees to advance any necessary sick leave credits to bridge the employee until he/she is in receipt of LTD benefits, provided that LTD is applied for in a timely manner. In no case shall the bridging go beyond 120 days from the first day of absence. Any advanced sick leave credits shall be repaid upon the employee’s return to work at the rate of fifty percent (50%) of sick leave earned. If an employee has no entitlement left, not paid back the advanced sick leave credits by the time she/he may be granted an additional 10 days per annum. In considering ceases employment with HRFE, then the grant Employer will deduct the value of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent outstanding advance from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation any monies owed, other than pension, to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:
(a) On appointment to a DHB, a fulltime employee Section 1. Forty-hour/administrative employees’ sick leave shall be entitled governed in accordance with City Policies pertaining to ten (10) working days other 40-hour City employees.
Section 2. Sick leave shall be granted for sick an illness or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month periodinjury severe enough that an employee cannot perform their normal duty as a firefighter. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for must notify the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months Battalion Chief or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employerdesignee. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer mayCity, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct may call upon the employee to take ascertain their condition not more than once during a 24-hour time period. This shall be the only requirement that the employee must have to establish their illness.
Section 3. Although sick leave on full pay. Such leave shall not is understood to be a charge against primarily for the employee’s sick and domestic leave entitlementpersonal illness or injury, it may also be used to cover absences made necessary by illness/injury in an employee’s immediate family.
(i) Employees can accumulate their entitlement up Section 4. A doctor’s statement may be required by the Management if an employee is off on sick leave either for two or more consecutive shifts, or if there is a pattern of two or more incidents when sick leave is taken either before or after authorized leave.
Section 5. If a shift employee’s status changes to an administrative position, his/her sick bank shall be recalculated by multiplying the banked hours by 1/3. Conversely, if an administrative employee’s status changes to a maximum shift position, that employee’s sick bank shall be multiplied by 3.0.
Section 6. A total of 260 daystwenty-four (24) hours per month shall be granted or permitted for sick leave accrual purposes. Any unused portion When recording and deducting sick time used, actual time off shall be deducted on an hour-for-hour basis for any time the employee is on sick leave. Shift employees must be paid for five (5) shifts in a calendar month to accrue sick leave for that month. Vacation, Sick Leave, Holiday Pay, Compensatory Time, and other authorized time off will count for this purpose. Sick leave shall be accumulated by an employee at the end of the first five days entitlement, up to a maximum month for any month in which they are on paid status for the specified amount of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇time.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying 21.01 Sick leave is provided by the provisions Employer to permanent full-time Employees for the purpose of this clause maintaining the parties notebasic rate of pay for regularly scheduled shifts of Employees during absences due to illness, quarantine and accidents for which compensation is not payable under the Workers' Compensation Act.
21.02 The accrual and use of sick leave credits will be administered in accordance with the following:
(a) On appointment Permanent full-time Employees shall accumulate sick leave at the rate of two (2) days per month of full-time employment, to a DHB, a fulltime employee shall be entitled to ten maximum credit of one hundred and twenty (10120) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10days.
b) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a Permanent part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated shall accumulate sick leave based on 18.1 (a)a pro rata basis of hours worked as compared to permanent full-time Employees.
(c) The employee shall be paid Seasonal Employees can accumulate sick leave at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇a rate of one working day for each one hundred and forty (140) hours worked, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision may be debited as an advance on the next years’ entitlement up to a maximum of 5 daystwelve (12) working days per year or thirty (30) working days in total.
(gd) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated Sick leave taken in advance and still remaining outside the entitlement credits will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff accumulated in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlementaccordance with Article 21.03 a), up to a maximum credit of 15 one hundred and twenty (120) days, can provided however, that an Employee shall not be carried over entitled to use sick leave credits prior to completion of their probationary period as per Article 9.
e) Sick leave credits shall not accrue during a period of absence in excess of one (1) month in the case of:
(i) illness;
(ii) injury;
(iii) lay-off;
(iv) leave of absence; or
(v) periods while in receipt of compensation from year the Workers' Compensation Board.
f) When an Employee has accrued the maximum sick leave credits of one hundred and twenty (120) days, the Employee shall no longer accrue sick leave credits until such time as the Employee's total accumulation is reduced below the maximum. At that time, the Employee shall commence accumulating sick leave credits up to year the maximum once more.
g) If an Employee requires time off for the purpose of attending dental, physiotherapy, optical or medical appointments, provided the Employee has been given prior authorization by the Employer to do so, such absence shall be charged against the Employee's accumulated sick leave credits. Employees may be required to submit satisfactory proof of such appointments.
h) For the purpose of computing sick leave credit accumulation, days on which the Employee is on vacation shall be counted as working days.
21.03 Subject to Articles 21.01 and 21.02, an Employee granted sick leave shall be paid at his basic rate of pay for regularly scheduled shifts absent due to illness. Such amount shall be deducted from his accumulated sick leave credits up to the total amount of accumulated credits at the time the sick leave commenced.
21.04 Employees reporting sick shall call their work place as soon as possible. When Employees are aware that they will be absent from work for more than three (3) days, they shall advise the Employer, if requested, in writing.
21.05 Employees are required to submit medical proof of illness for any claim for sick leave in excess of three (3) days.
21.06 Except as hereinafter provided, sick leave will not be paid in respect of any illness or injury which is incurred during the period of a scheduled vacation once vacation leave has commenced. In the event that illness or injury prevents the Employee from resuming his duties at the conclusion of the vacation period, and the Employee has substantiated his claim for sick leave, income continuance thereafter will be in accordance with Article 21.03.
21.07 An Employee who is placed on long-term disability shall not accrue sick leave nor vacation, nor shall the Employer pay for benefits for such Employee. The participation by an Employee in the long-term disability plan is subject to the eligibility requirements established by the relevant carrier.
21.08 Upon termination or resignation, all sick leave credits will be cancelled and no payment for such credits made to the Employee by the Employer.
21.09 An Employee who is on sick leave is not permitted to be gainfully employed during the period, or to use the approved time off for personal financial gain of any sort.
21.10 An Employee found to be abusing sick leave, or using it for personal gain, must repay any sick leave benefits paid and will be paid at relevant daily rateterminated for just cause.
21.11 The Employer may require that an Employee be examined by an independent medical practitioner where:
a) there is prolonged frequent absence from work due to illness; or
b) there is concern about the Employee's ability to satisfactorily perform the required duties, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇due to disability or illness.
Appears in 2 contracts
Sources: Collective Agreement, Collective Agreement
Sick Leave. 18.1 13.1 All regular full-time employees covered by this Agreement shall accumulate sick leave entitlement at the rate of Ten (10) hours for each month worked (including vacation weeks). All regular Part-Time Employees shall receive sick leave on a proportionate basis. All Regular full-time Employees commencing employment after the fifteenth day of a month shall receive a half day (4 hours) for that month.
13.2 In applying the provisions of this clause event the parties note:
(a) On appointment earned sick leave is not used in any particular year, the unused portion shall be allowed to accumulate to a DHB, a fulltime employee maximum of One Thousand two hundred hours. Only regular working days of the Regular Full-Time Employees shall be entitled counted in computing sick leave (including vacation weeks).
13.3 Employees who are absent because of sickness or accident for a period of more than three (3) working days shall be required to present a doctor’s certificate to their Department Head, stating the reason and the period of time the employee will be absent from work.
13.4 The above is not to be construed by any employee or by the Department Head as a subterfuge for time off, nor shall it apply in the case of any sickness or accident caused by the over indulgence of alcohol or narcotics, nor by the employee’s misconduct.
13.5 Employees shall be paid fifty percent of their unused accumulated sick leave upon retirement, provided the employee has a minimum of ten (10) working days leave for sick or domestic purposes during years of service and retires in accordance with the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days sick leave for the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month period. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional sick leave is the result, it will be granted. Calculation is based on the anniversary requirements of the Barnstable County Retirement Board. In the event of the death of an employee’s start date.
(b) Employees who move between DHBs will take their accrued , this sick leave balance with them. Future annual sick leave entitlement will be on the date of their anniversary when they received their last allocation of sick leave at their previous DHB. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery-related activities, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee time shall be paid at relevant daily pay as prescribed to his/her estate.
13.6 If an employee uses more than forty (40) hours in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate may be required to support the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant of leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for aggregate during a refusal shall, when requested by the employee, be given in writing and before refusing a requestFiscal Year , the decision maker is expected to seek appropriate guidance.
(f) Leave granted under this provision Employer may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick require medical certification for additional absences. Approved family or domestic leave. Any anticipated leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final pay.
(h) Where an employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff in the employer’s care, the employer may, at its discretion, either: • Place the employee on suitable alternative duties; or • Direct the employee to take leave on full pay. Such medical leave shall not be a charge against included in the employee’s sick and domestic leave entitlementforty hours total.
13.7 In the event of extended illness, an additional source of aid shall be provided by means of a general sick leave bank to provide for additional days beyond the accumulated sick leave benefits. The sick leave bank will acquire its assets by the voluntary donation of sick leave days from any other Employees, including days accrued in excess of one thousand two hundred hours (i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion of the first five days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇Article 13.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Sick Leave. 18.1 In applying the provisions of this clause the parties note:(Amended 1999)
(a) On appointment to a DHB, a fulltime a. The District will credit each employee shall be entitled to ten (10) working days leave for sick or domestic purposes during the first twelve months of employment, and up to an additional ten (10) working days for each subsequent twelve month period. The entitlement shall be pro-rated for part time employees except that a part time employee shall receive no fewer than five (5) working days with annual sick leave for on the first twelve months of employment and a minimum of five (5) additional working days for each subsequent twelve month periodSeptember pay date. From 1 March 2012 where a part-time employee has used her/his sick leave, on a case-by-case basis, a calculation comparing actual hours versus contracted hours will be done and if additional Annual sick leave is calculated as 1.25 days per contracted pay period. An employee who does not complete the result, it will be granted. Calculation is based on the anniversary of the employee’s start date.
(b) Employees who move between DHBs will take their accrued contract year and has used more sick leave balance with themthan actually earned will have a like amount deducted from his/her final paycheck. Future annual sick leave entitlement will be on the date (Amended 1999; amended 8/2002)
b. Employees may accumulate an unlimited number of their anniversary when they received their last allocation days of sick leave. Days in excess of 210 days accumulated shall carry no cash value at termination. Days used shall first be charged against those days accumulated in excess of 210. (Amended 1999)
c. Sick leave at their previous DHBmay be used for medical and dental appointments, disability, quarantine, maternity/paternity or illness suffered by the employee or immediate family. Employees who move to another DHB after a break of 3 months or more and who are not involved in midwifery(amended 8-related activities6- 10)
d. With cause, will not be able to take their sick leave balance with them and will be allocated sick leave based on 18.1 (a).
(c) The employee shall be paid at relevant daily pay as prescribed in the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇, for the first five days in each twelve month period. Thereafter they shall be paid at the ordinary rates of pay (T1 rate only). A medical certificate employees may be required to support provide proof of need for the employee’s claim.
(d) In the event an employee has no entitlement left, she/he may be granted an additional 10 days per annum. In considering the grant use of sick leave under this clause the employer shall recognise that discretionary sick and domestic leave is to ensure the provision of reasonable support to staff having to be absent from work where their entitlement is exhausted. Requests should be considered at the closet possible level of delegation to the employee and in the quickest time possible, taking into account the following: • The employee’s length of service • The employee’s attendance record • The consequence of not providing the leave • Any unusual and/or extenuating circumstances
(e) Reasons for a refusal shall, when requested by the employee, be given in writing and before refusing a request, the decision maker is expected to seek appropriate guidancean immediate supervisor.
(f) Leave granted under this provision e. An employee who has exhausted all accumulated sick leave may be debited as an advance on the next years’ entitlement up to a maximum of 5 days.
(g) At the employer’s discretion, an employee may be granted further anticipated sick or domestic leave. Any anticipated request leave taken in advance and still remaining outside the entitlement will be paid to the employer. The employer may deduct monies due from the final without pay.
f. An employee must notify the immediate supervisor as soon as he/she knows that they will use sick leave.
g. All qualified extended leaves of absence are subject to the Federal Family and Medical Leave Act. (h) Where an Amended 1999)
h. An employee is suffering from a minor illness which could have a detrimental effect on the patients or other staff may use up to 10 days of sick leave in the employer’s careevent of the death of an immediate family member. For purposes of bereavement, aunt and uncle are considered immediate family. (Amended 1999)
i. An Employee may use two (2) sick leave days for bereavement for other than family members. (added 2005)
j. The Association and Organization will manage a Sick Leave Bank with membership open to all District staff members. Staff may join the employer may, at its discretion, either: • Place the employee on suitable alternative duties; bank by donating one or • Direct the employee to take more sick leave on full pay. Such leave shall not be a charge against the employee’s sick and domestic leave entitlement.
(i) Employees can accumulate their entitlement up to a maximum of 260 days. Any unused portion Only staff members who have donated are eligible for benefits. The Bank will assist staff who have long-term illness or disabilities and have exhausted accumulated sick leave. The Bank will conduct an annual request for members, donation of sick leave days, and will develop procedures for considering use requests. The Bank may assess members an additional day of sick leave if the Bank’s balance falls below twenty-five. Members may “drop-out” of the first five Sick Leave Bank by notifying the Association/Organization but may not withdraw donated days. Decisions by the Bank are final and not subject to the grievance procedure or appeal to the District. The District will maintain the accounting of Sick Leave Bank days entitlement, up to a maximum of 15 days, can be carried over from year to year and will be paid at relevant daily rate, in accordance with for the ▇▇▇▇▇▇▇▇ ▇▇▇ ▇▇▇▇.Association/Organization. (added 6-28-07)
Appears in 2 contracts
Sources: Negotiated Agreement, Negotiated Agreement