CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES Sample Clauses

CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. The Superintendent of Schools or their designate, may grant five (5) paid days per year leave with seven (7) days written notice from the employee to participate in Aboriginal Cultural event(s). Such leave shall not be unreasonably denied.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. The Superintendent of Schools or their designate, may grant five (5) paid days per year leave with seven
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. (a) A self-identified Aboriginal employee may request up to three (3) days’ leave with pay per calendar year to organize and/or attend Aboriginal cultural event(s). Such leave will not be unreasonable withheld.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. 46 8.12 Retirement Preparation Leave 46 8.13 Political Leave 47 8.14 Maternity Leave and Parental Leave 48 8.15 Adoption Leave 49 8.16 Supplemental Employment Benefit (SEB) (New) 50 8.17 Additional Leave Following Maternity, Parental or Adoption Leave 51 8.18 Return to Work from Maternity, Parental or Adoption Leave 51 8.19 Renewal Leave 52 8.20 Professional Currency Leave 53 9 ACADEMIC FREEDOM 55 10 SENIORITY 55
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. Effective June 1, 2020:
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. Not applicable in School District Xx. 00 (Xxxx Xxxxxxx) – Xxx XXX Xx. 14.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. Not applicable in School District No. 64 (Gulf Islands) – See XXX No. 14.
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CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES. [Note: Article G.11 Cultural Leave for Aboriginal Employees is not applicable in X.X. Xx. 00 (Xxxxxxx Xxxxxxxx). See. XXX No. 14 Re: Cultural Leave for Aboriginal Employees]
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Related to CULTURAL LEAVE FOR ABORIGINAL EMPLOYEES

  • Cultural Leave Where such leave is approved by the employer, teachers participating in recognised cultural activities within New Zealand or outside New Zealand are entitled to leave with pay on the same conditions as for sports leave.

  • Casual Employees A casual employee is one who is not regularly scheduled to work other than during periods that such employee shall relieve a regular full-time or regular part-time employee. Casual employees accumulate seniority on an hourly basis and are entitled to such benefits as are contained in the “Addendum - Casual Employees”.

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

  • Seasonal Employees Seasonal employees still on trial service should refer to Article 71, Sections 2 and 3 regarding salary increases.

  • Provisional Employees A second year Provisional classroom teacher who receives a summative rating of 3- Proficient or 4- Distinguished may be granted continuing contract status for the subsequent school year at the district’s discretion.

  • Family Medical Leave Act Pursuant to the Family and Medical Leave Act of 1993, an employee who has been employed at least twelve (12) months and worked at least 1,250 hours during the prior 12-month period is entitled to twelve (12) work weeks of leave during any 12-month period without pay but with group health insurance coverage maintained for one or more of the following reasons:

  • Supplemental Employment Benefit for Maternity and Parental Leave 8.5.1 Effective April 1, 2002, when on maternity or parental leave, an employee will receive a supplemental payment added to Employment Insurance benefits as follows:

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child.

  • GENERAL EMPLOYMENT PRACTICES 13.1 As the Board is a fair and equal opportunity employer, marital status, race, creed, religion, sex, age, national origin or number of years teaching experience shall not be made a condition of employment. The Board and the Superintendent shall continue to implement and review their Affirmative Action Program designed to prohibit discriminatory practices, provide encouragement for applications from minority groups and women, and maintain the principle of employing a competent staff member to fill each vacancy. The Association will be advised of any proposed changes in the Affirmative Action Program and through the personnel office may make suggestions for improving the plan.

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