Cultural Leave for Indigenous Employees Sample Clauses

Cultural Leave for Indigenous Employees a) A self-identified Indigenous employee may request up to three (3) days' leave with pay per calendar year to organize and/or attend Indigenous cultural event(s). Such leave will not be unreasonably withheld.
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Cultural Leave for Indigenous Employees. ‌ The University will allow an Indigenous employee a reasonable leave of absence with pay, up to two (2) days per calendar year (pro-rated for part-time status), to attend an Indigenous ceremonial gathering or cultural activity. The employee will apply for the leave in writing to the supervisor or designate, and the leave request will not be unreasonably denied.
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Cultural Leave for Indigenous Employees. Effective January 1, 2023, Indigenous employees are entitled to up to two (2) days leave with pay and up to three (3) days leave without pay per school year to observe or participate in traditional Indigenous activities that connect these employees to their culture and language. A minimum of two (2) weeks’ notice is required for leave under this provision. Where two (2) weeks’ notice is not possible due to the unpredictable nature of the event, then as much notice as possible shall be provided. Such leave shall not be unreasonably withheld.
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Cultural Leave for Indigenous Employees. 1. Indigenous employees are entitled to up to two (2) days leave per school year to observe or participate in traditional Indigenous activities that connect these employees to their culture and language.
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Cultural Leave for Indigenous Employees. In acknowledgment of the Truth and Reconciliation Commission’s 94 Calls to Action, Principles of Truth and Reconciliation numbers 2 and 8, a regular employee who is Indigenous shall, upon request, be granted up to two (2) days leave per school year with pay, to participate in cultural and/or spiritual traditions and practices. Efforts will be made to provide seven (7) days’ notice to the Employer for the requests of leave.
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Cultural Leave for Indigenous Employees. 35 10. LAYOFF, SEVERANCE & RECALL 35 10.01 Notice Required 35 10.02 Lay-offs - Permanent Employee 36 10.03 General 36 10.04 Recall Procedure 36 10.05 No New Employees 37 10.06 Service Severance Pay 37 10.07 Contracting Out 37
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Related to Cultural Leave for Indigenous Employees

  • Employees and Volunteers Insurance required of the Contractor under the Contract shall include coverage for the acts and omissions of the Contractor’s employees and volunteers. In addition, the Contractor shall ensure that all employees and volunteers who use vehicles to transport clients or deliver services have personal automobile insurance and current driver’s licenses.

  • Non-Employment of COUNTY Personnel 2.1.1 A-E agrees that it will neither negotiate, offer, or give employment to any full-time, regular employee of COUNTY in professional classifications of the same skills required for the performance of this CONTRACT who is involved in this Project in a participatory status during the life of this CONTRACT regardless of the assignments said employee may be given or the days or hours employee may work.

  • 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.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • New Employee Orientations The County shall provide the Union written notice of County-wide new employee orientations, whether in person or online, at least ten (10) business days prior to the orientation. The notice shall include time, date, and location of the orientation. Representatives of the Union shall be permitted to meet with the new employees for up to thirty (30) minutes during a portion of the orientation for which attendance is mandatory. The Union shall provide the County at least five (5) business days prior to the orientation any materials it would like the County to distribute to new employees at the orientation. If the Union staff are unavailable, the County shall grant release time for one (1) union xxxxxxx to attend the orientation pursuant to Section 6.2.1 The County shall make best efforts to provide the Union with the name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses, and home addresses of all employees in the bargaining unit every 90 days, but no less than once every 120 days.

  • Public Employees Retirement System “PERS”) Members. For purposes of this Section 1, “employee” means an employee who is employed by the State on August 28, 2003 and who is eligible to receive benefits under ORS Chapter 238 for service with the State pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

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