Leaves of Absence Without Pay Usage Reference Table Sample Clauses

Leaves of Absence Without Pay Usage Reference Table. ‌ Employees will be required to use accrued paid leaves before a leave of absence without pay as shown in the following table:
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use accrued paid leaves before a leave of absence without pay as shown in the following table: MOU Section Sick Vacation CTO Comment
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use accrued paid leaves before a leave of absence without pay as shown in the following table: MOU Section Sick Vacation CTO Comment During the employee’s own incapacity due to illness or injury. Yes. You may keep 40 hrs. No No During the time needed by the employee to undergo medical or dental treatment or examination. Yes. You may keep 40 hrs. No No When a woman employee is disabled by pregnancy. Yes. You may keep 40 hrs. No No When the employee’s family member is incapacitated by illness/injury and the employee must care for him/her or for care, exam or treatment of a family member.* Yes. You may keep 40 hrs. Yes Yes You may keep 40 hours in any combination of Vacation & CTO
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use paid leaves before a Leave of Absence Without Pay (LWOP) as shown in the following table: MISCELLANEOUS LEAVES Employees will be required to use paid leaves before a Leave of Absence Without Pay Event Sick Vacation CTO Comment MISCELLANEOUS LEAVES Employees will be required to use paid leaves before a Leave of Absence Without Pay Event Sick Vacation CTO Comment
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Leaves of Absence Without Pay Usage Reference Table. Employees will be required to use paid leaves before a leave of absence without pay as shown in the following table: Paid leave is required to be used before leave without pay (LWOP) is approved. Event Sick Vacation CTO Comment Employee’s own illness or injury Yes, may keep 40 hrs. No No Employee’s pregnancy disability Yes, may keep 40 hrs. No No Illness or injury of a relative (as qualified in Section 8.13 d) Yes, may keep 40 hrs. Yes Yes May keep 40 hrs. Any combination of Vacation & CTO Illness or injury of a relative as defined in FMLA/CFRA* as qualified in Section 8.23) No Yes Yes May keep 40 hrs. Any combination of Vacation & CTO Non-sick FMLA/CFRA qualifying event (e.g., child bonding leave) No Yes Yes May keep 40 hrs. Any combination of Vacation & CTO Education Leave No Yes Yes Must use all Vacation & CTO Undisclosed reason or extended vacation No Yes Yes Must use all Vacation & CTO *Family & Medical Leave Act (FMLA)/California Family Rights Act (CFRA)
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Related to Leaves of Absence Without Pay Usage Reference Table

  • Leaves of Absence Without Pay Section 13.

  • Leave of Absence Without Pay A permanent employee may be granted unpaid leave either with the right to return or without the right to return. Exception: No paid leave of any kind will be granted an employee who is on suspension as discipline.

  • Accrual During Leave Without Pay No employee who has been granted a leave without pay or unpaid military leave shall accrue any vacation credit during the time of such leave, nor shall an employee who is absent without pay accrue vacation credit during the absence.

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021.

  • Approved Leave of Absence With Pay During Vacation When an employee is qualified for bereavement leave, sick leave or any other approved leave with pay during her vacation period, there shall be no deduction from the vacation credits for such leave. In the case of sick leave, this section shall only apply when the period of illness or injury is in excess of two (2) days and a note from a physician may be required. The period of vacation so displaced shall be taken at a mutually agreed time. An employee intending to claim displaced vacation leave must advise the Employer and provide necessary documentation within seven (7) days of returning to work.

  • Maternity Leave Without Pay (a) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy.

  • Absence Without Pay The deduction for each day of absence shall be determined by dividing 12 the base salary plus designated supplements by the total number of hours in the teacher’s contract 13 year to determine the base rate of pay, then multiplying that rate by the number of hours absent. 14 Designated supplements are defined as those supplements that are attached to all positions of a 15 specific title such as school counselors, school psychologists, etc.

  • Other Leave Without Pay At its discretion, the Employer may grant leave without pay for purposes other than those specified in this Agreement, including enrolment in the Canadian Armed Forces and election to a full-time municipal office.

  • Other Leaves Without Pay 10.10.1 Upon recommendation of the Superintendent and approval by the Board of Trustees, leave without compensation, increment, seniority, or tenure credit may be granted for a period of one school year for the following purposes: Peace Corps, care for a member of the immediate family who is ill, long-term illness of the bargaining unit member, service in an elected public office, or professional study or research.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care.

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