BEREAVEMENT PAY Sample Clauses

BEREAVEMENT PAY. 22.01 The Employer agrees that in the event of a death in the immediate family, the Employer shall grant bereavement leave of three (3) consecutive calendar days with pay. This leave includes both working and non-working days. 22.02 In Article 22.01, immediate family is deemed to mean spouse (which includes same sex partner where they have been cohabitating a minimum of six (6) months), child and stepchild, mother, father, sister, brother, grandparent, mother-in-law or father-in-law. 22.03 The Employer agrees that in the event of the death of a grandchild, aunt, uncle, brother-in-law or sister-in-law, the Employer shall grant bereavement leave of two (2) consecutive calendar days with pay. This leave includes both working and non-working days. 22.04 In the event that travel, due to reasons described in Articles 22.01 or 22.03, is required beyond a distance of three hundred and fifty (350) kilometres, the Employer will grant two (2) extra days of leave without pay. 22.05 In the event that leave pursuant to this Article falls within previously scheduled vacation, any unused vacation time shall be taken at a time mutually agreed upon by the Employer and the employee.

BEREAVEMENT PAY. If a death occurs in the immediate family of an employee, the Company will grant paid leaves of absence as follows: 3 days if employee attends funeral of parents, parents-in-law, wife, husband and children.

BEREAVEMENT PAY. Upon application, an employee who but for the bereavement would normally have worked will be granted leave for four (4) working days commencing with the day of death or the day immediately following the death of employee’s spouse, children or step-children and (3) three working days commencing with the day of death or the day immediately following the death of the employee’s parents, step-parents, sister, broth- er, father-in-law, mother-in-law, grandparents and grandchild. Only for the purpose of determining eligibility for bereavement leave, ‘spouse’ shall include a common law spouse or same sex-partner where the employee had, prior to the bereavement, resided with the common law spouse or same sex partner and had formally recorded with the TTC that the employee considered that person to be his/her spouse or partner. For example, the employee had named the person as a spouse or partner eligible for some benefit. The father or mother of such a common law spouse or same sex-partner shall be considered as in-laws and the children of such a person shall be considered as children of the employee for purposes of determining eligibility for bereavement leave. Employees regardless of service who have completed three consecutive months of continuous employment shall be paid at their basic rate for the normal hours of work on the day or days for which leave has been granted. A working day does not include off days, statutory or desig- nated holidays or days when the employee is absent commencing on or before the day of death due to injury, illness, vacation or leave of absence without pay. Serious consideration will be given to applications for bereavement leave which include the day of death or the funeral and/or more than three days in total, but employees will not be entitled to more days of paid bereavement leave than they are entitled to under the above terms. Upon application and approval by the Department Head, the President of the Union or designate will be permitted up to one day paid leave of absence to attend the funeral of Union members or retired Union members.

BEREAVEMENT PAY. In the case of a death in the immediate family of an employee, the Company will grant to the employee, two (2) days' leave of absence with pay at the employee's regular hourly rate of pay. Immediate family shall mean: Spouse, Father, Mother, Legal Guardian, Son, Daughter, Brother and Sister.

BEREAVEMENT PAY. 22.01 Should a bereavement occur in an employee's immediate family (parent, parent-in-law, spouse, child, brother, sister, grandparent, brother- in-law, sister-in-law, son-in-law, daughter-in-law or grandchild) the employee shall be granted such time off from work with pay as is reasonable under the circumstances, up to a maximum of three (3) days. Step parent, step child, step brother, step sister are included as are common law spouse and same sex partner. 22.02 All full time employees will be given the time off with pay to attend the funeral of an aunt or uncle, ▇▇▇▇▇ or nephew provided the employee was scheduled that day.

BEREAVEMENT PAY. 22.01 In the event of death in the immediate family of an employee, the employee will be granted leave of absence with pay, with consideration given to travel time for attending the funeral. The length of absence shall be up to three (3) days at the discretion of the Employer. The term ‘immediate family’ shall mean: spouse, parent, child, siblings, step-parent, step-child, step-sibling, parent-in-law, sibling-in-law, child-in-law, grandparent, grandchildren, or any relative living in the household of the employee. In the event of the demise of a parents sibling, or siblings child, an employee will be granted one (1) day leave of absence with pay to attend the funeral.

BEREAVEMENT PAY. The Employer shall grant employees bereavement leave in accordance with the Employer’s policy for such leaves in existence at the time the leave is requested and as applicable to the Employer’s employees who are not in a bargaining unit. For family members that do not fall within the employer’s policy; the employer will make a reasonable attempt to allow the caregiver to attend services.

BEREAVEMENT PAY. If the 3 day leave involves Saturday and/or Sunday, then the Company will pay the normal pay rate (20 hours pay) for the Saturday and/or Sunday involved. In an unusual situation, the Company will discuss the special circumstances with the Plant Chairperson.

BEREAVEMENT PAY. An employee excused from work under this paragraph shall be paid for their scheduled days' work for which he/she is excused and the time shall be deducted from the employee's choice of sick leave, vacation leave, or comp time, providing he/she has sufficient accumulated leave or comp time to cover those days. If an employee does not have sufficient accumulated leave or comp time to cover the excused time, he/she will not be compensated.