Receiving Shared Leave Sample Clauses

The "Receiving Shared Leave" clause defines the conditions under which an employee may accept leave time that has been donated by other employees. Typically, this clause outlines eligibility requirements, such as the need for a qualifying medical or family emergency, and describes the process for requesting and receiving shared leave, including any documentation that must be provided. Its core practical function is to provide support to employees who have exhausted their own leave balances, ensuring they can continue to receive income during extended absences due to unforeseen circumstances.
Receiving Shared Leave. An employee is eligible to receive donated leave if the use of shared leave is justified, the employee has abided by District rules regarding sick leave use, and the employee has depleted, or will shortly deplete, their annual leave and sick reserves in addition to any of the following:
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Receiving Shared Leave. 15 An employee is eligible to receive donated leave if all of the following in items 1-5 are true, or 16 if 6 or 7 are true.
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Receiving Shared Leave. 7 An employee is eligible to receive donated leave if any of the following are true: 9 A. The employee requesting shared leave suffers from, or has a relative or household 10 member suffering from, an extraordinary or severe illness, injury, impairment or 11 physical or mental condition which has caused, or is likely to cause, the employee to: 13 1. Go on leave-without-pay status; or 15 2. Terminate his/her employment. 17 B. The employee’s absence and the use of shared leave are justified; 19 C. The employee has depleted, or will shortly deplete, his/her annual leave and sick
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Receiving Shared Leave. An employee is eligible to receive donated leave if all the following are true: A. The employee requesting shared leave suffers from, or has a relative or household member suffering from, an extraordinary or severe illness, injury, impairment or physical or mental condition which has caused, or is likely to cause, the employee to: 1. go on leave-without-pay status; or 2. terminate his/her employment B. The employee’s absence and the use of shared leave are justified; C. The employee has depleted, or will shortly deplete, his/her annual leave and sick leave reserves; D. The employee has been called to service in the uniformed services; E. The employee has abided by District rules regarding sick leave use; and F. If the employee is later found to be eligible for industrial insurance benefits, the employee agrees to and shall reimburse the District for the time loss compensation that is paid to him/her to the extent that the employee is paid time loss compensation (temporary total disability compensation or loss of earning power compensation) and shared sick for the same day(s). An employee shall not use shared sick leave or donated leave to supplement the difference between time loss compensation and either net or full wages. If an employee has already received shared sick leave and is later found to be eligible to receive industrial insurance benefits, the remaining difference between shared leave minus the industrial insurance benefit shall be deducted from the employee’s sick leave balance, even if it results in a negative balance. The Director of Human Resources shall determine the amount of leave, if any, which an employee may receive under this policy. Normally an employee shall not receive more leave than the number of contracted days remaining in the current school year. However, in the event that the condition requiring the employee's absence continues beyond the current school year, the employee shall not receive a total of more than 261 days of shared leave in accordance with RCW 41.04.665.
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Receiving Shared Leave. 51 An employee is eligible to receive donated leave if any of the following are true: 2 A. The employee requesting shared leave suffers from, or has a relative or household 3 member suffering from, an extraordinary or severe illness, injury, impairment or 4 physical or mental condition which has caused, or is likely to cause, the employee to:
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Related to Receiving Shared Leave

  • Shared Leave The purpose of the leave sharing program is to permit state employees, to donate leave to come to the aid of another state employee who has been called to service in the uniformed services, who is responding to a state of emergency anywhere within the United States declared by the federal or state government, who is a victim of domestic violence, sexual assault, or stalking, or who is suffering from or has a relative or household member suffering from an extraordinary or severe illness, injury, impairment, or physical or mental condition, which has caused or is likely to cause the employee to take leave without pay or terminate their employment. For purposes of the leave sharing program, the following definitions apply:

  • Paid Leave Contributions will continue whilst a member of a fund is absent on paid annual leave, sick leave, long service leave, public holidays, jury service, bereavement leave, or other paid leave.

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 15.2 If bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 15.1 above. This provision will not apply if the employee is on leave without pay. 15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of ▇▇▇▇▇’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.