Storm Leave. (a) Where weather conditions are such that an employee is unable to report to the office to which she is assigned, this absence may be charged to annual vacation credits, or compensatory time credits.
Storm Leave. Where weather conditions are such that an employee is unable to report for duty, this absence may be charged to annual vacation credits, compensatory time credits, or taken as unpaid leave of absence. Requests to work from home, or to work at a different office location, will be considered where feasible. When the employee is unable to report to work due to road closures, the employee will not suffer a loss of pay for lost time, however, employees that are able to work from home will be expected to do so. If the office is closed by the Employer due to weather conditions preventing the employee from reporting to the LHIN office or causing the employee to leave the office early then the employee shall not suffer a loss of pay for the time lost.
Storm Leave. If the office is closed by the Chief Executive Officer or her/his designate due to weather conditions preventing the employee from reporting to the Community Care Access Centre Office or causing the employee to leave the office early then the employee shall not suffer a loss of pay for the time lost.
Storm Leave. During storms where conditions do not warrant closure of the University, it is recognized that individual employees may be unable to report to work, may report to work late or may wish to leave work early due to road conditions. Employees are expected to make every reasonable effort to meet their normal responsibilities to the University. If employees are not able to meet those responsibilities, which may include coming to work and remaining at work, they must inform their supervisors. If their supervisor then concludes that they have made a reasonable effort to meet those responsibilities, they will be paid. Otherwise, they will not be paid. In cases where a decision has been made to close the University as a result of a storm or for any other reason, employees who had scheduled vacation, sick leave, compensating time off for overtime, days off in lieu, normal days off or other approved leave will have their time recorded as scheduled, i.e., it will not be replenished.
Storm Leave. It is the responsibility of every employee to make every reasonable effort to arrive at their work location as scheduled. However, during storm conditions, when such arrival is impossible or delayed, all absent time will be deemed to be leave and the employee has the option to:
Storm Leave a) In the event of inclement weather, NSLC locations will normally continue to operate but in exceptional circumstances, operations may be suspended. If the locations are closed, employees will be compensated at their regular rate of pay for all hours scheduled during the closure.
Storm Leave. During storms where conditions do not warrant closure of the University, it is recognized that individual employees may be unable to report to work, may report to work late or may wish to leave work early due to road conditions. Employees are expected to make every reasonable effort to meet their normal responsibilities to the University. If employees are not able to meet those responsibilities, they must inform their supervisors. If their supervisor then concludes that they have made a reasonable effort to meet those responsibilities and cannot report due to circumstances beyond their control, they will be paid. Otherwise, they will not be paid but the absence may be covered by banked or vacation time or the hours can be made up at a time mutually agreeable to the employee and the supervisor, ideally within the pay period. In cases where a decision has been made to close the University as a result of a storm or for any other reason, employees who had scheduled vacation, sick leave, or other approved leave will have their time recorded as scheduled.
Storm Leave. Where weather conditions are such that an employee is unable to report to the office to which they are assigned, this absence may be charged to annual vacation credits, or compensatory time credits, should such credits be available. Should vacation or compensatory time credits not be available, such time should be charged to leave of absence without pay. If the office is closed, and an alternate workplace is not identified by the Chief Executive Officer or designate due to weather conditions which either prevents the employee from reporting to the CCAC office or causing the employee to leave the office early then the employee shall not suffer a loss of pay for the time lost.
Storm Leave. Where weather conditions are such that an Employee is unable to report to the office, the absence may be changed to annual vacation credits or compensatory time credits. Alternatively, the Employee may request to work remotely and/or adjust their work day hours. The Employer in its sole discretion, may approve or deny such requests. Such request will not be unreasonably denied.
