Illness up to Sample Clauses

The 'Illness up to' clause defines the conditions under which illness is recognized as a valid reason for certain contractual actions, such as absence, cancellation, or rescheduling. Typically, this clause specifies a time frame or threshold—such as the number of days prior to an event—during which a party may invoke illness as a justification. For example, it may allow a participant to withdraw from an obligation without penalty if they become ill up to a specified date before the event. The core function of this clause is to provide clear guidelines for handling illness-related disruptions, thereby reducing uncertainty and potential disputes between parties.
Illness up to and including 14 calendar days per illness period 10.1.1 states that a new period of illness that starts within 5 calendar days from the end of an earlier period of illness shall be considered as a continuation of the earlier period of illness. This means that continuing waiting period deductions may have to be made up to 20 per cent of average weekly working hours in the continued period of illness.
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Illness up to and including 14 calendar days per illness period‌ For each hour a salaried employee is absent as a result of illness, an hourly sick deduction shall be made by: For absence due to illness up to 20 % of average working hours per week (waiting period) in the period of illness the monthly salary x 12,2 52 x weekly working hours Absence due to illness exceeding 20 % of average working hours per week in the period of illness 20 % x the monthly salary x 12.2 52 x weekly working hours If the salaried employee would have performed work during scheduled staggered working hours, additional sick pay shall, after the waiting period, be paid by 80 % of the compensation for staggered working hours that the salaried employee has lost. 10.1.1 states that a new period of illness that starts within 5 calendar days from the end of an earlier period of illness shall be considered as a continuation of the earlier period of illness. This means that continuing waiting period deductions may have to be made up to 20 per cent of average weekly working hours in the continued period of illness.
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Illness up to and including 14 calendar days per illness period
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Related to Illness up to

  • Illness Leave ‌ 1. Illness is defined as any pronounced deviation from a normal healthy state which makes it disadvantageous to the District and or detrimental to the employee for them to be at work. 2. A new employee must render service before being entitled to illness leave. 3. An employee who is absent from duty on account of illness, injury, or quarantine shall be allowed illness leave pay under the following conditions: a. Each employee who receives an initial regular appointment will be credited as of the date of their appointment with twelve (12) working days of full-time illness leave and eighty-eight (88) days of half (½) pay illness leave for employees assigned to a twelve (12) month position and ten (10) working days of full-pay illness leave and ninety (90) days of half-pay illness leave for all employees assigned to other than a twelve (12) month position. (1) An employee serving an initial probationary period shall not be eligible to be paid for more than five (5) days of full-pay illness leave until the first day of the pay period after completion of one hundred thirty (130) days of paid service in regular assignments. Half (½) pay illness leave shall not be paid during this time. (2) Thereafter, they will be credited annually with twelve (12) working days of full- pay illness leave and up to eighty-eight (88) working days of half (½) pay illness leave if they are assigned to a twelve (12) month position, or ten (10) working days of full-pay illness leave and up to ninety (90) working days of half (½) pay illness leave if they are assigned to other than a twelve (12) month position, as of the first (1st ) date of the pay period in which July 1 falls. (3) There shall be no limit to the year-to-year accumulation of unused full-pay illness leave privileges. b. No half (½) pay illness leave shall be allowed until after all full-pay illness leave is exhausted. c. The number of working days of half (½) pay illness leave to be credited is the difference between accumulated working days of full-pay illness leave and one hundred (100) days, provided that the accumulated working days of full-pay illness leave are less than one hundred (100) days. d. A day of paid illness leave for an employee assigned to a position for less than eight (8) hours a day or forty (40) hours a week shall consist of the number of hours in their basic daily assignment as determined by the District. Authorization to work additional hours beyond the basic daily assignment shall not increase illness leave benefits. e. No paid illness leave shall be allowed during layoff or leave of absence, except illness leave of absence. f. Employees who are absent because of illness or injury resulting from industrial accidents or industrial illness qualifying under provisions of Workers’ Compensation shall be allowed illness leave as provided in Section G., Industrial Accident Leave. Employees who have not completed their initial probationary period and are absent because of industrial accident shall receive whatever paid illness benefits as may be provided by other sections of this Article, within the limitations set forth in Section G., Industrial Accident Leave. g. Salary differentials shall be included in computing illness pay for employees who receive such salary differentials. h. When a regular employee (whose regular assignment is on other than a twelve [12] month assignment basis code) is assigned during the summer as a relief, substitute, or provisional employee, the employee shall be allowed to take illness leave with pay during such summer assignment(s) in accordance with the limitations set forth in the previous paragraphs of this Section. Nothing in this paragraph shall be interpreted to permit such employees to receive illness leave in excess of the limit established in the preceding paragraphs of this Section. 4. An employee who is absent on account of illness or injury shall sign, on the prescribed form, a statement that such absence was due to illness or injury. Compensation for illness leave shall be paid only when the employee’s supervisor certifies on the prescribed form that such absence was on account of illness or injury. Such official may take steps necessary to verify the validity of the illness leave. Upon obtaining such verification, they shall complete the required certification. a. If the employee is absent because of illness or injury for more than five (5) consecutive days, the employee must submit a certificate from a licensed physician or other recognized practitioner certifying such absence to have been on account of illness or injury. Nothing in this paragraph shall be construed to limit management from requiring such certification for less than five (5) days, when it appears to management that the employee is attempting to abuse the illness leave privilege. b. In any case, when an employee is incapacitated and unable to sign the prescribed form, the Human Resources Division may approve an illness leave without the employee’s signature. 5. In order to receive compensation while absent on illness leave, the employee must notify their immediate supervisor of their absence within the first half-hour (½) of each day’s absence, if possible. Further, they must submit the appropriate illness leave form(s) and physician’s certification, if required, upon return to service. When an employee intends to be or is absent because of illness or injury for more than twenty (20) consecutive days, a formal Leave of Absence, subject to the approval of the Human Resources Division, is required. Application for such leave of absence shall be sent by an employee’s college or division to an employee who has been absent because of illness or injury for ten (10) consecutive days. Salary payments shall be withheld from an employee who has been absent because of illness or injury for more than twenty (20) consecutive days, if formal leave of absence has not been approved by the Human Resources Division. 6. If an employee has been absent on illness leave, they shall notify their supervisor at least one (1) day in advance of their expected return in order that any substitute service may be terminated. In case of failure to comply with this provision, if it happens that both the regular employee and the substitute report for duty, the latter is entitled to the assignment for the day. An employee returning to duty shall also be subject to the provisions of Section ▇.▇.

  • Illness injury, or pregnancy-related condition of a member of the employee’s immediate family where the employee’s presence is reasonably necessary for the health and welfare of the employee or affected family member;

  • Critical Illness Leave (i) An Employee who has completed at least ninety (90) days of employment, and is a family member of a critically ill child or a critically ill qualified adult relative, is entitled to leave of absence without pay or benefits: • for a period of up to thirty-six (36) weeks to care for their critically ill child; or, • for a period of up to sixteen (16) weeks to care for a critically ill qualified adult relative.

  • Illness or Disability If, because of Employee’s illness or other disability for a continuous period of more than 45 days, Employee is unable to render the services required by the Company as provided herein, the Company may terminate Employee’s employment hereunder by written notice to Employee at least 30 days in advance of such termination. Upon such termination Employee shall not be entitled to any further payments of any nature, except for payment of (a) any earned but unpaid Annual Base Salary, (b) any unpaid bonuses and (c) unreimbursed business expenses (collectively, “Payable Amounts”). All Payable Amounts shall become due and payable on the date of such termination.

  • Family Illness Leave An employee will be granted leave of absence for up to five (5) days per year without loss of pay or benefits for family illness. Additional family illness leave may be granted by the employer.