Short Term Leave of Absence Without Pay Sample Clauses

The Short Term Leave of Absence Without Pay clause allows employees to take a temporary break from work without receiving their regular salary. Typically, this clause outlines the conditions under which such leave can be requested, such as personal reasons or emergencies, and may specify the maximum duration allowed, for example, up to two weeks. Its core function is to provide flexibility for employees to address short-term personal needs while ensuring that their employment status is maintained during the absence.
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Short Term Leave of Absence Without Pay. An employee may request a leave without pay for a period of up to one month (four calendar weeks), during the calendar year, subject to advance approval by the City. Short-term leave of absence is not intended as a substitute for sick leave. A request for short-term leave will be submitted in writing to the Fire Chief or his designee and may be granted with the approval of the Human Resources Director. At the completion of a short-term leave, an employee will return to his or her previous position and status without change to seniority and salary. Vacation, sick leave, and holiday pay will not accrue nor be paid during this period. An employee’s medical/dental insurance remains intact should the employee elect COBRA coverage. The premium to be paid by the employee is 102% of the applicable premium that the City pays for single or family coverage. Any employee who does not report back to work at the end of an unpaid absence will be considered to have terminated his or her employment with the City, unless there are extraordinary circumstances beyond the employee’s control that prevent notification. This applies only to approved, requested short-term leave. This does not apply to situations of exhausted sick leave.
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Short Term Leave of Absence Without Pay. The building principal and the DCUE building representative(s) may, by mutual agreement, authorize unpaid leave(s) of absence totaling no more than five (5) days per year per teacher. A short-term leave of absence without pay can be applied for any time.
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Short Term Leave of Absence Without Pay. Short term leaves of absence without pay may be granted by the Superintendent of Schools after submission of the request through regular Administrative channels.
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Short Term Leave of Absence Without Pay. For any leave of one to two weeks, the immediate supervisor shall decide based on presently established administrative criteria listed below. For any leave of two weeks to one month, the Superintendent shall decide based on presently established administrative criteria listed below. For any leave exceeding one month, the Board of Education, at its sole discretion, and upon recommendation of the Superintendent, shall decide, based on presently established administrative criteria listed below. The following criteria shall be used in determining approval: 1. The operation of the Grosse Ile Schools will not be disrupted. 2. Granting the leave will not cost the District additional monies, i.e., unemployment compensation, fringe benefits, etc.
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Short Term Leave of Absence Without Pay. An employee shall be granted a temporary leave of absence without pay (duration of six months or less) for a leave of a temporary nature. The position vacated by such short-term leave may be filled by a substitute from outside the bargaining unit. Upon completion of said temporary leave the employee shall be granted the position she vacated, and such position will be held open for her until her return from leave or her request to be terminated. This leave will not change the employee's position in the seniority list.
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Short Term Leave of Absence Without Pay. An employee must notify the ▇▇▇▇▇▇▇ one (1) day in advance when not more than sixteen (16) hours of leave of absence without pay is desired. When longer periods of leave of absence without pay are desired, up to thirty (30) calendar days, at least two (2) weeks advance notice will be given. Leave of absence without pay requested shall be granted if, in the opinion of the ▇▇▇▇▇▇▇, the employee can be spared from the section at the time requested.
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Related to Short Term Leave of Absence Without Pay

  • Leave of Absence Without Pay (a) Full or part-time leave of absence without pay may be granted at the discretion of the Employer. Faculty members may apply for job-sharing under the provision for part-time leave of absence. Applications shall be made in writing to the administrator responsible. All applications will be dealt with promptly and will not be unreasonably denied, nor dealt with in a discriminatory manner. The reply to an application for leave will be in writing. Except in the case of leaves for short-term emergencies of thirty (30) days or less, the Employer may, at its discretion, require that the length of a leave coincide with the beginning or end of a semester or term of instruction. (b) Where a leave is granted, the faculty member's performance evaluation shall be extended accordingly. (c) No salary increment is payable for a period of leave of absence without pay unless the University President, upon written request from the faculty member concerned, decides the leave is spent in the activities relevant to the University curriculum. In this case, the faculty member will receive any salary adjustments for which he/she would normally be eligible. In the event that the University President judges that the activities are not relevant to the University curriculum, he/she will advise the faculty member as to the reasons for his/her decision in writing before the leave commences. (d) No benefits shall be payable by the Employer for faculty members on leave without pay, except as provided in this Agreement. For faculty members on part- time leave without pay, benefit premiums shall be payable by the Employer on a pro rata basis. If a faculty member proceeding on leave without pay makes a prior payment to the Employer of both the faculty member's share and the Employer's share (pro- rated, if applicable) of any or all of the following benefits, the Employer shall remit these payments to ensure continuous coverage: Life Insurance, Medical Services Plan of BC, Extended Health, Dental, Short and Long Term Disability and AD&D. (e) For leaves of longer than four (4) months, the faculty member, no later than four

  • Leaves of Absence Without Pay Section 13.

  • Maternity Leave Without Pay (1) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy. (a) Notwithstanding 35.7(A)(1): (i) where the employee’s new-born child is hospitalized within the period defined in 35.7(A)(1); and (ii) where the employee has proceeded on maternity leave without pay and then, upon request and with the concurrence of the Council, returns to work for all or part of the period during which her new- born child is hospitalized; the period of maternity leave without pay defined in 35.7(A)(1) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee returned to work, to a maximum of eighteen (18) weeks. (b) The extension described in 35.7(A)(1)(a) shall end not later than fifty-two (52) weeks after the termination date of pregnancy. (2) At its discretion, the Council may require an employee to submit a medical certificate certifying pregnancy. (3) An employee who has not commenced maternity leave without pay may elect to: (a) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates; (b) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in the Sick Leave Article. For purposes of this clause, illness or injury as defined in the Sick Leave Article shall include medical disability related to pregnancy. (B) An employee shall inform the Council in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur. (C) Leave granted under this clause shall be counted for the calculation of “continuous employment” or “service” as applicable for the purpose of calculating severance pay and vacation leave. Time spent on such leave shall be counted for pay increment purposes.

  • Personal Leave Without Pay Leave of absence without pay may be granted by the College for legitimate personal reasons.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new- born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care. (b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care. (c) Notwithstanding paragraphs (a) and (b): (i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay, or (ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized, the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care. (d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraphs (a) and (b). (e) The Employer may, (i) defer the commencement of parental leave without pay at the request of the employee; (ii) grant the employee parental leave without pay with less than four