Unplanned Leave Sample Clauses

Unplanned Leave. In the event that an Employee requires an unplanned leave it is the responsibility of the Employee to advise his/her ▇▇▇▇ and to make up for any missed class and lost time that was missed. When making up the class(es) is a practical impossibility, an alternate arrangement, approved by the ▇▇▇▇, ▇▇▇▇ be made. An unplanned leave is without loss of pay. Unplanned leaves may include, but are not limited to, sickness leave, bereavement leave, court leave, jury leave, as set out earlier in this Article and any exigent circumstances preventing access to classrooms.

Unplanned Leave. Employees will be allowed to request leave within fourteen (14) days of the requested day(s) off and have it granted up to seven (7) times per calendar year (this includes both unplanned leave which is unpaid and when PDO is used.) In these circumstances, the employee agrees to find their own coverage. Additional time off beyond seven (7) times per calendar year may be granted by the Employer. i. Approval for unplanned leave will be requested of management during business hours and not be requested of the On-call. ii. Unplanned leave does not include unscheduled absences when an employee/family member is sick or for emergencies as outlined in Section 4.10 D. iii. Trading shifts between co-workers are not defined as unplanned leave and therefore are not subject to the seven (7) time per year request limit. Employees shall be allowed to trade shifts with another employee as long as it does not result in more overtime for the two (2) employees with management’s approval.

Unplanned Leave. Unplanned leave requests will be submitted as soon as the need for leave is known. The supervisor will respond within two (2) working days from the date of the request, or as much notice that was provided to the supervisor, allowing time for the supervisor to make a decision. Unplanned leave will be on a first come, first served basis.

Unplanned Leave. (a) In the event that an employee requires an unplanned leave it is the responsibility of the employee to both advise their Supervisor and to make up for any missed class and lost time that was missed. When making up the class(es) is a practical impossibility, an alternate arrangement, approved by the Supervisor, will be made. An unplanned leave is without loss of pay, subject to Articles 18.01 (b), (c), (d) and (e). Unplanned leaves may include, but are not limited to; sickness leave; bereavement leave; court leave; jury leave; family responsibility leave; domestic violence leave, and any exigent circumstances preventing access to classrooms. (i) In the event of a death of a member of an employee’s immediate family the employee is entitled to bereavement leave up to a maximum of 1 calendar week provided the employee promptly contacts their Supervisor to make arrangements to make up the missed class(es) and lost time. When making up the class(es) is a practical impossibility, an alternate arrangement, approved by the Supervisor, will be made. Such leave will result in no loss of pay. Please see Article 3 for the definition of "immediate family". (ii) If bereavement leave is required in the event of the death of a person significant to the employee and not specifically named in Article 18.01(b)(i), or additional leave is required in circumstances covered by Article 18.01(b)(i), it may be granted up to a maximum of 2 consecutive business days provided the employee promptly contacts their Supervisor to make arrangements to make up the missed class(es) and lost time. When making up the class(es) is a practical impossibility, an alternate arrangement, approved by the Supervisor, will be made. Such additional bereavement leave will result in no loss of pay. Such request will not be unreasonably denied.

Unplanned Leave. Twice a year (by June and December) management will ask employees to advise their supervisor if they are seeking a workload adjustment for any other forms of leave taken by the employee, to be addressed in accordance with sub-clause 30.60 and 30.61.

Unplanned Leave. 20.01 If an Employee refuses a work opportunity because of accident, bereavement, family emergency as set out in Section 50 of the Employment Standards Act, 2000, illness, jury duty or Union business, the Employer will record such reason and will not count such refusal within the scope of Article

Unplanned Leave. A. When a technician or employee is unable to report to work because of illness or emergency, he/she will notify his/her immediate supervisor as soon as possible. Supervisors will provide technicians and employees with a phone number where they can be reached for this purpose. When the supervisor is unavailable for call off he/she will provide an alternative phone number for call off. If the supervisor cannot answer his/her phone at the time of call off the technician or employee will leave a voice mail message stating the following information: 1. The time of the call. 2. The reason for his/her absence. 3. When he/she expects to return to work. 4. A phone number where he/she can be reached. A failure to call off properly may result in the time away from the workplace to be coded as Absent Without Leave (AWOL). B. If the technician or employee uses sick leave in a pattern, (for example, when sick leave is used frequently or in patterns), the appropriate supervisor may inquire further into the matter and ask the technician or employee to explain. Absent a reasonably acceptable explanation, the Technician or Employee may be counseled that continued and frequent use of sick leave, or use in patterns may be cause to investigate and if a determination that sick leave is being abused may lead to the technician or employee being placed on leave restriction. This does not preclude the Agency from exercising their discretion to take other appropriate action.

Unplanned Leave. Employees will be required to provide notice as soon as practicable of intent to use EPL for an emergency, illness, or sudden necessity.

Unplanned Leave. If a Casual Cleaner refuses a work opportunity because of accident, bereavement, family emergency as set out in Section 50 of the Employment Standards Act, 2000, illness, jury duty or Union business, the Employer will record such reason and will not count such refusal within the scope of Article 29.01(g). The Employer has the right to require Casual Cleaners to provide documentation to verify any such absence as it deems appropriate.