Utilization and Disposal Sample Clauses

Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. This includes medical or dental appointments, and illness or injury of the member or the member's immediate family as defined in 2 AAC 08.999. Personal leave requests require the prior approval of the supervisor except in the case of illness or injury to the member. Member requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request will be based on the supervisor's evaluation of the needs of the job. In an absence due to illness or injury, the supervisor may require a physician's certificate for absences in excess of three (3) days or if improper use is suspected. Regular personal leave requests that require overtime and/or substitutes to maintain essential services must be approved in advance by the Director (or Director designee), rather than the supervisor.
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Utilization and Disposal. A. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. This includes medical or dental appointments, and illness or injury of the member or the member's immediate family as defined in 2 AAC 08.999.
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Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. This includes medical or dental appointments, and illness or injury of the employee or the employee's immediate family. Personal leave requests require the prior approval of the supervisor except in the case of illness or injury to the employee. Employee requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request shall be based on the supervisor's evaluation of the needs of the job. In an absence due to illness or injury, the supervisor may require a physician's certificate. Employees shall not be required to provide a physician's certificate for illnesses of less than three (3) days unless improper use is suspected. Personal leave accrued but not used shall accumulate until separation; however, at least 37.5 hours of personal leave must be used each full leave year (December 16 of one (1) calendar year through December 15 of the following calendar year). Approved leave without pay and Personal leave cashed-in pursuant to Section 8.07 of this Article shall count toward the mandatory 37.5 hours usage. Part-time employees shall have the mandatory leave requirement prorated based upon the number of hours the employee is regularly scheduled to work. If the employee fails to use the 37.5 hours in any full leave year, the employee shall be entitled to payment for the unused portion. This payment shall be at the employee's annualized hourly rate and shall be included in the first (1st) regular payroll following the close of the leave year. The period of time for which payment is made shall be deducted from the employee's personal leave balance. It is understood that, should the employee fail to schedule the 37.5 hours leave, the Employer may direct that the employee take the personal leave at any time to satisfy the 37.5 hours requirement.
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Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. Personal leave requests require the prior approval of the Employer except in the case of illness or injury to the Engineer Officer. Engineers' requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request will be based on the Employer's evaluation of the needs of the job. In an absence due to illness or injury for one (1) day or more, the System Director, Alaska Marine Highway System, may require a physician's certificate. Personal leave must be taken. No cash allowances in lieu of leave shall be made without the mutual consent of the Union and the Employer.
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Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. Personal leave requests require the prior approval of the Employer except in the case of illness or injury to the Engineer Officer. Engineers' requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request will be based on the Employer's evaluation of the needs of the job. In an absence due to illness or injury for one (1) day or more, the Employer may require a physician's certificate.
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Utilization and Disposal. ‌ Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. This includes medical or dental appointments, and illness or injury of the employee or the employee's immediate family. Personal leave requests require the prior approval of the supervisor except in the case of illness or injury to the employee. Employee requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request shall be based on the supervisor's evaluation of the needs of the job. Management shall not cancel prior approved leave without a valid business reason to do so. In an absence due to illness or injury, the supervisor may require a physician's certificate. Employees shall not be required to provide a physician's certificate for illnesses of less than three (3) days unless improper use is suspected. Personal leave accrued but not used shall accumulate until separation; however, at least 80 hours of personal leave must be used each calendar year except that employees exempted from 8.05 of this Article must use 120 hours of each full year. If the employee does not take the required hours of personal leave during a twelve (12) month period, the difference between the required hours and the amount of personal leave taken will be cashed out at the employee’s hourly rate of pay unless the department or agency head certifies in writing that the employee was denied the opportunity to take the required hours of personal leave during the twelve (12) month period. It is understood that, should the employee fail to schedule the required hours of leave, the Employer may direct that the employee take the personal leave at any time to satisfy the mandatory usage requirement. Flextime credits earned in accordance with Article 7 may not be used until the employee has satisfied the mandatory leave usage requirement. Up to 40 hours of personal leave cashed-in under Article 8 of this Article will be applied to the employee’s mandatory leave usage requirement for those employees with a 80 hour mandatory leave usage requirement. Up to 80 hours of personal leave cashed-in will be applied to the employee’s mandatory leave usage requirement for those employees with a 120 hour mandatory leave usage requirement.
Sample 1See All (4)
Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave have heretofore been used. This includes medical or dental appointments, and illness or injury of the member or the member's immediate family as defined in 2 AAC 08.999. Personal leave requests require the prior approval of the supervisor except in the case of illness or injury to the member. Member requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request will be based on the supervisor's evaluation of the needs of the job. In an absence due to illness or injury, the supervisor may require a physician's certificate. Members will not be required to provide a physician's certificate for illnesses of less than three (3) days unless improper use is suspected. Personal leave accrued but not used shall accumulate until separation; however, at least thirty-seven and one-half (37.5) hours of personal leave must be used each full leave year (December 16 of one (1) calendar year through December 15 of the following calendar year). Seasonal employees of less that twelve (12) months duration shall be exempt from mandatory leave. Personal leave cashed in pursuant to section 26.07 of this Article does not count toward the mandatory thirty-seven and one-half (37.5) hours usage. Part-time members shall have the mandatory leave requirement prorated based upon the number of hours the member is regularly scheduled to work.
Sample 1
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Utilization and Disposal. Personal leave shall be used for any and all purposes for which sick and/or annual leave has heretofore been used. Personal leave requests require the prior approval of the supervisor, except in the case of illness or injury to the member. Member requests shall be given full consideration and, to the extent practicable, approved. However, the parties agree that the final decision with regard to approval or disapproval of any request shall be based on the supervisor's evaluation of the needs of the job. If the leave request is denied, the supervisor will, by email or other written notice explain the reason for the denial. When a member takes three or more consecutive work days of personal leave due to an illness or injury, the supervisor may require the member to provide a physician’s certificate stating the reason for the absence. Personal leave accrued but not used shall accumulate until separation, however, at least eighty (80) hours of personal leave must be used each leave year beginning January 1 and ending December 31 of the succeeding year except that employees exempted from 14.01 (G) of this Article must use one hundred and twenty (120) hours each full year. If members are not in pay status and no accumulating personal leave for part of the year due to military leave or FMLA/AFLA leave, then the amount of leave required to use or cash in shall be prorated accordingly. If the member is denied the use of the required hours of personal leave in any full leave year, the member shall be entitled to payment for the unused portion. This payment shall be at the rate of one and one-half (1 ½) times the member’s hourly rate and shall be included in the first (1st) regular pay following the close of the leave year in which the denial occurred. The period of time for which payment is made shall be deducted from the personal leave balance. It is understood that, should the member take no action to schedule the required hours of personal leave, the State may direct that he/she take the personal leave at any time to satisfy the requirement. If the member does not take the scheduled leave, the member shall be entitled to payment for the unused portion. This payment shall be at the member’s annualized hourly rate. The period of time for which payment is made will be deducted from the member’s personal leave balance. Up to forty (40) hours of personal leave cashed-in under 14.01(K) of this Article will be applied to the employee’s mandatory leave usage requirement.
Sample 1

Related to Utilization and Disposal

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  • DISCHARGE, SUSPENSION AND DISCIPLINE 14.01 (a) In the event an Employee is suspended as a disciplinary measure and the Employee considers that an injustice has been done, the matter may be taken up at Step 2 of the Grievance Procedure.

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  • DISCHARGE AND DISCIPLINE CASES 10.01 Whenever the Corporation deems it necessary to censure an employee in writing, in a manner indicating that dismissal or suspension may follow, the Corporation shall within five (5) working days thereafter, give written particulars of such censure to the President of the Union, with a copy to the employee involved.

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union Xxxxxxx shall be given the reasons in writing, by the Employer, for the suspension or discharge.

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