Paid and Unpaid Leaves. It is understood that attendance is an essential function of a support staff employee’s job. Excessive staff absences are subject to disciplinary action. Absences covered by FMLA, Workers Compensation and other protective legislation are not considered excessive. Any suspicion of excessive absences that may result in disciplinary action, will be brought to the employee’s attention in writing and copied to their personnel file. The district reserves the right to accrue time in either daily or hourly increments at the amounts listed below for the most efficient processing of leave accruals.
Paid and Unpaid Leaves. A. A bargaining unit member who is unable to work because of personal illness or disability and has exhausted all sick leave available, shall be granted a leave of absence without pay for the duration of such illness or disability up to one (1) year. Said leave may be extended at the discretion of the Board up to that which is allowed by FMLA.
Paid and Unpaid Leaves. PREAMBLE: The Federation and Management agree that it is important to maintain a safe and healthy work environment to reduce the need for sick leave usage and that it is important for employees to use sick leave wisely for purposes of illness or injury. Sick leave accrual for catastrophic or long term illness or injury is important. Use of sick leave for other than illness or injury causes fellow Classified employees additional work and can impact institutional productivity and the effective and ethical use of public funds.
Paid and Unpaid Leaves. Members covered by this Agreement shall be eligible for the following leave benefits:
Paid and Unpaid Leaves. [CSEA agrees to form a separate committee to recommend changes to Article 8 to address the following language areas: additional sick leave provisions (i.e. the “100 days”), leave coordination with long-term disability, FMLA/CFRA, pregnancy disability, Labor Code 233 leave, and Servicemember leave. This ad-hoc committee will be constructed as follows: CSEA will appoint two representatives, and the District will appoint two representatives to an advisory committee. The Human Resources Manager, or management/confidential designee, will be the non-voting chair of the committee, which will be tasked with recommending revised, updated contract language in the area of additional sick leave and long-term disability coordination to their respective bargaining teams for negotiations to be implemented in the 2012-13 fiscal year. Any agreed upon changes by the Parties to contract language in this area shall be reduced to writing and shall be subject to review and ratification by both the CSEA Chapter 180 membership and the Palo Verde Community College Board of Trustees.] ------------------------------------------------------------------------------------------------------------
Paid and Unpaid Leaves. The Payroll Department shall supply, at a minimum, twice per year, a complete benefits statement to every union member, including but not limited to: PTO, sick time, comp time, vacation time, and any other relevant data.
Paid and Unpaid Leaves. Section 1. Holidays……………………………………………………………………...41 Section 2. Vacations……………………………………………………………………..42 Section 3. Temporary Leaves…………………………………………………………...45 Section 4. Personal Illness and Injury Leave……………………………………………45 Section 5. Part-Time Employees……………………………………………….………..47 Section 6. Personal Necessity Leave……………………………………………………48 Section 7. Family Illness Leave…………………………………………………………49 Section 8. Bereavement Leave…………………………………………………………..51
Paid and Unpaid Leaves. 11.1.1. Unit members utilizing the paid leaves enumerated below shall not have any change in wages received, health benefits and retirement credit unless otherwise stipulated in this Article.
Paid and Unpaid Leaves
