<p>Time Off – Paid and Unpaid (other than Vacation)</p><p>At <Company Name>, the well being of our employees is a top priority. Employees are given support in order to create a healthy and productive atmosphere that enables employee and company success. Our commitment to our employees includes making available a number of paid and unpaid days off to meet their needs. These are offered in addition to those required by federal and/or provincial law.</p><p>These include:</p><p> Bereavement Leave  Education Days  Moving Day  Personal Days  Sick Days</p><p>Please refer to each section below for further information, eligibility requirements and request procedures.</p><p>Bereavement Leave</p><p>When there is a death in the immediate family, employees are granted a <paid, unpaid> Leave for up to <3, 5>days for grieving and/or attending funeral services. We understand that there are sometimes extenuating circumstances or requirements of long distance travel. In these cases, <paid leave, unpaid leave> of up to 5 days may be granted. <For employees who have not completed their probationary period, bereavement days will be unpaid.></p><p>Immediate family includes:  Spouse, including same sex or common law partner  Parents, parents-in-law, step-parents  Grandparents  Children, step-children  Daughters and sons-in-law  Sisters, brothers  Any other relative who was living with the employee at the time of death.</p><p>Managers have the discretion to authorize time off in the event of the death of other relatives or close friends. </p><p><In situations requiring extended or international travel, managers may authorize a combination of bereavement leave, vacation and/or an unpaid leave of absence.></p><p>Employees should provide their manager as much notice as possible of a need to take bereavement leave. Education Days</p><p><Company Name> supports our employees in their continued pursuit of skills and education. </p><p>Employees who have completed their probationary period are eligible for up to <1, 2, 3> days off per year <with pay, without pay> for the purpose of studying for and/or writing exams for professional accreditation, certification and for courses approved under the company’s Tuition Reimbursement Policy.</p><p>Employees are entitled to take 1 day off per approved course/exam, unless their manager specifically approves multiple days off. Education Days do not accrue from year to year, nor can unused days be ‘cashed in’ for additional pay. </p><p>Employees should request and schedule Education Days with their manager as far in advance as possible.</p><p>Moving Day</p><p><Company Name> understands that from time to time our employees may change their place of residence. </p><p>To make the moving process easier, employees who have completed their probationary period are eligible for 1 day off per year, without pay, for the purpose of moving. This includes moving belongings from one residence to the other and/or completing necessary paperwork with lawyers, landlords, etc. </p><p>This benefit is applicable only when employees are changing their personal place of residence (confirmed via a formal change of address notice being submitted to the company for payroll purposes), not for assisting others to move. Moving days do not accrue from year to year, nor can unused days be ‘cashed in’ for additional pay. </p><p>Employees should request and schedule Moving Days with their manager as far in advance as possible. Personal Days</p><p><Company Name> understands that from time to time our employees may have family and other responsibilities outside of work that require their attention during normal working hours. This may include attending medical, dental or other professional appointments that cannot be scheduled outside of working hours, taking care of ill or injured family members or other urgent or emergency family or personal issues.</p><p>Employees who have completed their probationary period are eligible to take up to <2, 3, 5> days off per year <with pay, without pay> as Personal Days. <Personal Days may be used in ½ day increments.></p><p>Personal Days may not be used as additional Vacation time or as additional Sick Days and should only be used for bona fide reasons. Individual abuse of Personal Days may result in them being revoked and be subject to disciplinary action. Personal Days do not accrue from year to year, nor can unused days be ‘cashed in’ for additional pay. </p><p>Employees should request and schedule Personal Days with their manager as far in advance as possible when able, although it is understood that there may be times when requests for Personal Days may be at the last minute.</p><p>Sick Days</p><p><Company Name> understands that from time to time our employees may fall ill for short periods of time (i.e. 1-2 days). </p><p>Employees who have completed their probationary period are eligible to take up to <2, 3, 5, more> days off per year with pay when they cannot attend work for reasons of personal illness. Sick Days cannot be used for taking care of family members or others who are sick <refer to the company’s Personal Days policy>. </p><p>In the event of an absence of three consecutive days or longer, a Doctor’s note will be required. The company also reserves the right to request a Doctor’s note to substantiate any absence. </p><p>Sick Days may not be used as additional Vacation time and should only be used for bona fide reasons. Sick Days do not accrue from year to year, nor can unused days be ‘cashed in’ for additional pay. Abuse of Sick Days may become a performance issue resulting in disciplinary action, up to and including termination of employment.</p><p>Employees are required to contact their manager or other designated person each day that they will be absent to advise of their absence. Where it is known that an absence will be for more than one day due to physician’s instruction, employees should advise of the multiple day absence. If they will not be returning on the day as previously indicated, they are required to contact their manager and advise of the continued sickness/absence.</p>