Unpaid Time Off. All accruals must be exhausted prior to taking unpaid time off (unless eligible for EIT access).
Unpaid Time Off. A paraprofessional is expected not to take time off unless good reason exists. Time off shall not be taken outside the maximums indicated below:
Unpaid Time Off. Consultant is entitled to request up to twenty (20) business days of unpaid time-off in any 12-month period. Consultant shall be granted reasonable requests for unpaid leaves of absences or sick days.
Unpaid Time Off. On a one-time basis during the member’s term of employment with the board, and regardless of the number of days that are used, a member may take time off without pay, or the absence would not meet one of the reasons for the use of personal emergency leave, Section 8.17 above. A member taking unpaid time off shall be subject to the following penalties:
Unpaid Time Off. Employees must first exhaust their accrued PTO time before using authorized Unpaid Leave time (UTO) with the following exceptions:
Unpaid Time Off. As additional benefit to Executive, in addition to the paid time off in Section 3.10, Employer shall allow Executive up to two (2) additional weeks of unpaid vacation annually. It is Executives sole discretion to take or not take unpaid time off. Scheduling of such unpaid time off shall be approved by the CEO.
Unpaid Time Off. Employees who have exhausted the above paid time off types may use unpaid time off. If unpaid time off is used, employees have up to fifteen (15) calendar days after operations resume to make up work time lost provided the following:
Unpaid Time Off. Intent: It is recognized that from time-to-time, an employee will be faced with situations that may require him/her to be absent from his/her work. Such time will be either with or without pay, or a combination of both, and will be granted where there is an entitlement under this Agreement, a clear legal or statutory requirement, or where, in the supervisor's judgment, such time off is warranted by specific circumstances. It is further recognized that it is the employee's responsibility to balance his/her need for a leave of absence with the work requirements of his/her unit. Where the granting of the absence is discretionary, considerations would include: factors beyond an employee's control that prevent him/her from attending work; severity or nature of circumstance; workload of the unit. The exact amount of time off is at the discretion of Management; however, the entitlements of employees in specific circumstances include those described below.
Unpaid Time Off. Requests for unpaid time off will be subject to the approval and denial process as outlined in Article 16.6 above.
Unpaid Time Off. Employees who take time off work will be required to use any available PTO before any time off without pay will be granted.
