id stringlengths 36 36 | context stringlengths 348 1.73k | question stringlengths 18 270 | is_impossible bool 1
class | answers dict |
|---|---|---|---|---|
200829ce-51c3-4e4b-afe3-e13435800acd | A written report signed by a mid-wife may replace the medical certificate in the event of a pregnancy termination or premature birth. The employee must provide the employer with a written notice confirming the occurrence of the event and the expected return to work date, and a medical certificate confirming the event. This must be done as quickly as possible. Absence from work on maternity leave during the reference year will not reduce the employee's vacation time. Please note that parental leave does not entitle an employee to accumulate vacation pay. It is also important to note that an employee may take unpaid time off work as often as is necessary. For pre-natal consultations, the employee must inform her immediate supervisor as soon as possible. Paternity leave Employees are entitled to 5 uninterrupted weeks of unpaid leave on the occasion of the birth of their child. Parental leave may be combined with paternity leave. Paternity leave may begin as early as the week of the child's birth and end 52 weeks later. At the latest, the employee must inform the talent and culture team in writing. At least 3 weeks before the day on which the leave is to begin, by indicating the date on which leave is expected to begin and the return to work date. This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. | How long before the day on which leave is to begin? | false | {
"answer_start": 1121,
"text": "3 weeks"
} |
ff80a894-c639-4a16-b78e-b5e4800c04d4 | A written report signed by a mid-wife may replace the medical certificate in the event of a pregnancy termination or premature birth. The employee must provide the employer with a written notice confirming the occurrence of the event and the expected return to work date, and a medical certificate confirming the event. This must be done as quickly as possible. Absence from work on maternity leave during the reference year will not reduce the employee's vacation time. Please note that parental leave does not entitle an employee to accumulate vacation pay. It is also important to note that an employee may take unpaid time off work as often as is necessary. For pre-natal consultations, the employee must inform her immediate supervisor as soon as possible. Paternity leave Employees are entitled to 5 uninterrupted weeks of unpaid leave on the occasion of the birth of their child. Parental leave may be combined with paternity leave. Paternity leave may begin as early as the week of the child's birth and end 52 weeks later. At the latest, the employee must inform the talent and culture team in writing. At least 3 weeks before the day on which the leave is to begin, by indicating the date on which leave is expected to begin and the return to work date. This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. | What is the minimum time period for leave? | false | {
"answer_start": 804,
"text": "5 uninterrupted weeks"
} |
2ab8e131-672b-4608-86ea-506d38393bc5 | A written report signed by a mid-wife may replace the medical certificate in the event of a pregnancy termination or premature birth. The employee must provide the employer with a written notice confirming the occurrence of the event and the expected return to work date, and a medical certificate confirming the event. This must be done as quickly as possible. Absence from work on maternity leave during the reference year will not reduce the employee's vacation time. Please note that parental leave does not entitle an employee to accumulate vacation pay. It is also important to note that an employee may take unpaid time off work as often as is necessary. For pre-natal consultations, the employee must inform her immediate supervisor as soon as possible. Paternity leave Employees are entitled to 5 uninterrupted weeks of unpaid leave on the occasion of the birth of their child. Parental leave may be combined with paternity leave. Paternity leave may begin as early as the week of the child's birth and end 52 weeks later. At the latest, the employee must inform the talent and culture team in writing. At least 3 weeks before the day on which the leave is to begin, by indicating the date on which leave is expected to begin and the return to work date. This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. | When is the time frame shortened? | false | {
"answer_start": 1307,
"text": "if the birth of the child occurs before the expected delivery date"
} |
f47a1c61-826c-416b-922e-3fef3734626e | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | What can be shortened if the birth of the child occurs before the expected delivery date? | false | {
"answer_start": 0,
"text": "This time frame"
} |
aeb1b50a-4d4d-4854-882a-5e0b35b25b42 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | What can not be transferred to the mother or shared with her after obtaining consent from the immediate supervisor? | false | {
"answer_start": 184,
"text": "This leave"
} |
50005ad2-fd0e-49a4-b83a-c5aeb9856f5b | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | If the employee's child is hospitalized, what can the employee suspend if their child's health requires it? | false | {
"answer_start": 305,
"text": "The leave"
} |
1788a32e-4d09-4890-a9f5-e1449555ac85 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | What is the term for a leave divided into weeks if a child is hospitalized or if the employee is off work because he or a family member is ill? | false | {
"answer_start": 778,
"text": "paternity leave"
} |
ba3bd578-54ed-4b5f-97ce-455f0f5fbd44 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. | false | {
"answer_start": 757,
"text": "Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year"
} |
a2e4c9e3-0c93-4d0c-82d1-c112b5d40130 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | What is a reasonable amount of time a paternal leave employee is entitled to? | false | {
"answer_start": 992,
"text": "2 or 3 times the average weekly salary earned during the reference year"
} |
235b6405-4156-4733-bf3b-9206ebdb7058 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | What is not entitled to accumulate vacation pay parental leave? | false | {
"answer_start": 1082,
"text": "employees on parental leave"
} |
10ce8487-4e46-4d67-aa5d-fa257ed8ced1 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | What is the maximum amount of unpaid parental leave a parent of a newborn or newly adopted child can have? | false | {
"answer_start": 1267,
"text": "52 weeks"
} |
3d89132d-7a81-46e3-95ed-1fdcb6dd9883 | This time frame may, however, be shortened if the birth of the child occurs before the expected delivery date. This leave cannot be divided in any other way than as prescribed by law. This leave cannot be transferred to the mother or shared with her after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee's child is hospitalized, and if a temporary return to work is possible, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave, in some very specific cases, upon the employee's request. The leave may be divided into weeks if the child is hospitalized, or if the employee is off work because he or a family member is ill. Absence from work on paternity leave during the reference year will not reduce the employee's vacation time. Employees who take paternity leave are entitled to an equivalent indemnity based on the duration of uninterrupted service. At 2 or 3 times the average weekly salary earned during the reference year. Please note that employees on parental leave are not entitled to accumulate vacation pay parental leave. Each parent of a newborn or newly adopted child is entitled to an unpaid parental leave of up to 52 weeks. A parent who adopts his spouse's child is also entitled to such a leave. | A parent who adopts his spouse's child is also entitled to what? | false | {
"answer_start": 1233,
"text": "an"
} |
4bd53662-fbac-4f45-94e0-eaa2458c9596 | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | What type of leave is available to a parent who adopts his spouse's child? | false | {
"answer_start": 73,
"text": "Parental leave"
} |
e8b8376e-0edd-4585-b6d4-2c0f8313644f | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | What is the maximum length of parental leave outside of Quebec? | false | {
"answer_start": 413,
"text": "18 weeks"
} |
d140ed88-6d2d-4636-a6ea-b9da6c208f24 | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | How many weeks of paternity leave does an employee have? | false | {
"answer_start": 446,
"text": "5"
} |
d9ded3ec-6fe4-4820-b97c-51a8acbc1aad | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | What is the maximum length of parental leave? | false | {
"answer_start": 511,
"text": "70 weeks"
} |
f8795331-728c-44ce-b4f6-06310ebcdc8f | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | How long after the birth of the child is parental leave allowed to end? | false | {
"answer_start": 511,
"text": "70 weeks"
} |
80da9421-fe08-434c-a7ce-b218df39c665 | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | Who approves parental leave for an employee? | false | {
"answer_start": 685,
"text": "immediate supervisor"
} |
ae99988b-12ed-409e-b281-eba2fbb57259 | A parent who adopts his spouse's child is also entitled to such a leave. Parental leave cannot begin prior to the week during which the child is born, or, in the case of an adoption, before the week during which the child is entrusted to the care of the employee. Nor can the leave begin prior to the week in which the employee leaves work to pick up the child. Outside of Quebec, parental leave is added to: the 18 weeks of maternity leave, the 5 weeks of paternity leave. Parental leave may end at the latest 70 weeks after the birth, or, in the case of adoption, 70 weeks after the child is entrusted to the care of the employee. The leave may not be divided unless approved by the immediate supervisor, or, as specified by law, after obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. | What may be extended if the child's health requires it? | false | {
"answer_start": 787,
"text": "The leave"
} |
e3895917-2862-4448-8120-c5253c539f26 | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | What is the term for a leave that is suspended if the employee is able to return to work temporarily while a child is hospitalized? | false | {
"answer_start": 73,
"text": "suspended"
} |
42f7d9d0-a903-4ee1-a061-79d313a43476 | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | What is required prior to the end of the initial leave in cases of extended leave? | false | {
"answer_start": 247,
"text": "provide a physician's note"
} |
da519075-3c7d-46bc-ab69-cf5f0e3aa7b0 | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | In some very specific cases, the leave may be divided into how many weeks? | false | {
"answer_start": 401,
"text": "weeks"
} |
4a6e9c75-3927-4086-9d99-86a6fdc101cd | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | How many weeks in advance must an employee give notice of parental leave? | false | {
"answer_start": 588,
"text": "three"
} |
68b8a887-30a0-4c27-984b-9d0f83159767 | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | What does parental leave have an impact on? | false | {
"answer_start": 875,
"text": "how vacation time is calculated"
} |
c72fc078-6464-4539-b41f-a39b4b40296b | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | Who pays benefits to employees who take leave after the birth or adoption of a child? | false | {
"answer_start": 979,
"text": "Québec Parental Insurance Plan"
} |
12e51681-710f-4c69-8320-ece0a9c2cf11 | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | What is the name of the customer service center at the Ministère de l'Emploi et de la Solidarité Sociale? | false | {
"answer_start": 1249,
"text": "1-888-610-7727"
} |
018c5164-d231-4da2-b0c0-670beb6476f4 | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | What number can you call to reach them? | false | {
"answer_start": 1249,
"text": "1-888-610-7727"
} |
b21b6d2a-d1e7-4f3e-9701-e3d3f5d7ae0f | After obtaining consent from the immediate supervisor. The leave may be: suspended if the employee is able to return to work temporarily while the child is hospitalized, extended if the child's health requires it. In such cases, the employee must provide a physician's note prior to the end of the initial leave. In some very specific cases, upon the employee's request, the leave may be divided into weeks. If the child is hospitalized, or if the employee is off work because he or a family member is ill. Employees must provide the talent and culture team with notice of parental leave three weeks in advance and must indicate the leave start and end dates. This time frame may be shortened if the employee is required to care for the newborn or newly adopted child earlier due to medical reasons. Unlike maternity or paternity leave, parental leave does have an impact on how vacation time is calculated. Québec Parental Insurance Plan Income support benefits are paid by the Québec Parental Insurance Plan to employees who take leave from work following the birth or adoption of a child. For further information, please contact the customer service centre at the Ministère de l'Emploi et de la Solidarité Sociale. You can reach them by phone at 1-888-610-7727. you can also apply for benefits via their web site. Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave. | How can you apply for benefits? | false | {
"answer_start": 1297,
"text": "via their web site"
} |
6abf05ff-b5bd-48e3-a51b-07e6f6e167fc | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | What is maintained while on parental leave? | false | {
"answer_start": 0,
"text": "Insurance coverage"
} |
5da04bde-6f49-4d54-8c25-a3a77da99604 | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | What must an employee issue to cover their contributions to the group insurance plan for the duration of the leave period? | false | {
"answer_start": 153,
"text": "a cheque"
} |
9e60efc3-9f63-4ca2-98cc-a6640b8e725a | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | When an employee returns to work at the end of the parental leave period, he will return to what? | false | {
"answer_start": 452,
"text": "his regular position"
} |
655165f6-1be0-44c8-b2f3-6dc3752d84a4 | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | What rights and privileges will the employee still have if his position has been eliminated? | false | {
"answer_start": 636,
"text": "the same rights and privileges as those to which he would have been entitled had he not taken leave from work"
} |
64dfaa10-aa7e-4b46-9531-f3aa22c8bdbb | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | What must not result in a benefit to which the employee would not have been entitled had he not taken leave from work? | false | {
"answer_start": 747,
"text": "These provisions"
} |
a80cbf98-2027-41a9-9122-07c0e24ac2ee | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | Employees can return to work before the date indicated in what? | false | {
"answer_start": 950,
"text": "letter of notice"
} |
a3241335-55e6-41f6-af32-f946b1931cd7 | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | What must an employee do 3 weeks in advance of their scheduled return to work date? | false | {
"answer_start": 1030,
"text": "send a new letter of notice to the talent and culture team"
} |
8348c8a3-08e7-4a93-848a-a0f2cd19a457 | Insurance coverage while on parental leave Insurance coverage is maintained while on parental leave before going on parental leave. Employees must issue a cheque to cover their contributions to the group insurance plan for the duration of the leave. Failure to do so will result in an interruption in coverage for the leave period. Returning to work after time off on parental leave at the end of the parental leave period, the employee will return to his regular position with the salary and benefits to which he would be entitled had he not taken the leave. If his position has been eliminated, the employee will still be entitled to the same rights and privileges as those to which he would have been entitled had he not taken leave from work. These provisions must not, however, result in a benefit to which the employee would not have been entitled had he not taken leave from work. Employees can return to work before the date indicated in the letter of notice provided prior to going on leave. In that case, employees must send a new letter of notice to the talent and culture team to indicate the return to work date; this must be done 3 weeks in advance. An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. | What is a resignation if an employee is on leave and doesn't return on time? | false | {
"answer_start": 1245,
"text": "deemed to have resigned"
} |
fc598574-35d6-4bcb-a518-c77401beb4e9 | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | What is the term for an employee who is on leave and does not return to work on a scheduled date? | false | {
"answer_start": 96,
"text": "resigned"
} |
39a41dcb-d613-45b5-98cd-71f249e5c870 | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | What is a condition of a resigned employee? | false | {
"answer_start": 0,
"text": "An employee who is on leave and does not return to work on the scheduled date"
} |
a7b582fd-3452-494f-9207-7dc5a3780c57 | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | How many days of unpaid leave are employees entitled to each year? | false | {
"answer_start": 183,
"text": "10"
} |
75a98b87-46ce-43f4-8eeb-d70533d2e2d5 | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | How long can employees be absent from work? | false | {
"answer_start": 846,
"text": "5 days"
} |
4c28953a-766d-4c83-868a-5d258e21d396 | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | How many days of pay are employees allowed? | false | {
"answer_start": 864,
"text": "3"
} |
643f4f7b-313b-45e8-945b-cb5414c9f60c | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | What is the maximum amount of time employees can be absent of work for? | false | {
"answer_start": 846,
"text": "5 days"
} |
9bcce3bf-b9c7-414f-8cfd-b6c739187c3c | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | Who must give employees as much advance notice as possible? | false | {
"answer_start": 501,
"text": "immediate supervisor"
} |
b16f0364-4c4d-42f8-9754-6d930b5d61e4 | An employee who is on leave and does not return to work on the scheduled date is deemed to have resigned. Short-term leave for family obligations Employees are entitled to take up to 10 days of unpaid leave each year. : to fulfill obligations relative to the care, health and education of a child or the child of a spouse. For health problems experienced by a: spouse, mother or father, sister or brother, grandparent. This leave can be divided into days. days may also be divided. If approved by the immediate supervisor, employees must provide their immediate supervisor with as much advance notice as possible. They must also take steps to limit the duration of such leave. For extended leave from work for family-related reasons, please check with the talent and culture team. Personal leave Beravement employees may be absent from work for: 5 days, including 3 days of pay. In the event of the death or funeral of a: spouse, child, spouse's child, mother or father, brother or sister. 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. | What is the name of a spouse's mother or father? | false | {
"answer_start": 406,
"text": "grandparent"
} |
423e61ce-b376-4f8f-81b8-7a295e486682 | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | How long of unpaid leave is an employee entitled to if their spouse or child dies? | false | {
"answer_start": 628,
"text": "104 weeks"
} |
1dbde9e2-6752-43a8-8323-2e6b87e2f2ae | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | How long is the maximum amount of unpayable leave an employee can take? | false | {
"answer_start": 628,
"text": "104 weeks"
} |
bf21a017-e51f-46ad-bed7-edbad9de644b | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | What is the amount of time an employee is entitled to take unpaid vacation? | false | {
"answer_start": 628,
"text": "104 weeks"
} |
6fc01bb8-58bf-4276-9c54-2f3776a79afb | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | How long is an employee entitled to unpaid leave? | false | {
"answer_start": 628,
"text": "104 weeks"
} |
6d9d33ec-4a19-4763-a54f-be0b9df294fb | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | What must an employee provide to the talent and culture team? | false | {
"answer_start": 695,
"text": "a copy of the death certificate or an official publication"
} |
c862568c-6e98-4d71-99a2-931c405ad1b9 | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | How long can an employee be absent from work? | false | {
"answer_start": 628,
"text": "104 weeks"
} |
fba386cd-7e3a-4035-a654-7398878fa150 | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | How long in advance must employees notify their supervisor of their absence from work? | false | {
"answer_start": 1068,
"text": "one week"
} |
5caa3148-65d8-423a-8ec1-84c6f57d330a | 1 day with pay in the case of the death or funeral of a: son-in-law or daughter-in-law, grandparent, grandchild, spouse's mother or father, spouse's brother or sister. Employees must provide their superior with as much advance notice as possible when they need to take leave from work. Leave may be taken only in the period between the time of death and the funeral. In cases involving the suicide of an employee's spouse or child, the employee is entitled to take a maximum of 52 weeks of unpaid leave. If an employee's spouse or child dies as a result of a criminal act, the employee is entitled to take unpaid leave of up to 104 weeks. Employees must provide the talent and culture team with a copy of the death certificate or an official publication. Marriage employees may be absent from work for: 1 day with pay on the occasion of his marriage or civil union 1 day unpaid on the occasion of the marriage or civil union of a: child, mother or father, sister or brother or spouse's child. Employees must inform their supervisor of their absence from work at least one week in advance. They must provide the talent and culture team with a copy of the marriage certificate. | What must employees provide to the talent and culture team? | false | {
"answer_start": 695,
"text": "a copy of the death certificate or an official publication"
} |
527044bf-2034-462c-bf00-97aaed943cde | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | What document must an employee provide to the talent and culture team? | false | {
"answer_start": 65,
"text": "marriage certificate"
} |
818719de-79e8-41ce-b1dd-7ae03dd8c8f4 | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | What is an employee entitled to when they move? | false | {
"answer_start": 460,
"text": "one day of paid leave"
} |
cf08a555-855f-4c28-972e-ac4d6f2c6531 | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | How many days of paid leave are moving employees entitled to? | false | {
"answer_start": 460,
"text": "one"
} |
02688001-7b77-4139-bd49-c03fcbc1a486 | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | What is the maximum amount of time employees can take unpaid leave? | false | {
"answer_start": 547,
"text": "once a year"
} |
8da3410f-5d62-4cac-854b-4407de82bc28 | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | How long must employees notify their supervisor of their absence from work? | false | {
"answer_start": 626,
"text": "at least 3 weeks in advance"
} |
f06e27ea-4baf-425b-b48f-17a22ecb7a05 | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | What must employees do within 2 weeks of the paid leave day? | false | {
"answer_start": 665,
"text": "submit details pertaining to the change of address"
} |
fab6bf2c-793f-46bc-a886-2503948bc62b | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | Who may authorize unpaid leaves due to force majeure? | false | {
"answer_start": 754,
"text": "UNPAID Leave An immediate supervisor or the talent and culture team"
} |
e4b43b8c-c8fd-48f1-9e1a-72bb934f48dd | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | What will be deemed an unjustified absence? | false | {
"answer_start": 1006,
"text": "Any unpaid leave"
} |
72e8ae8d-c1a9-47a7-908b-568b74722121 | They must provide the talent and culture team with a copy of the marriage certificate. Absence for appearance in court An employee may take leave without pay. If he was summoned as a juror or if he must act as a juror, he may also be absent if he is called as a witness. The employee must inform his immediate supervisor upon receiving such notice and provide a copy of the supporting documents to the talent and culture team. Moving employees are entitled to one day of paid leave when they move, however, entitlement to this leave is limited to once a year. Employees must inform their supervisor of their absence from work at least 3 weeks in advance. They must submit details pertaining to the change of address within 2 weeks of the paid leave day. UNPAID Leave An immediate supervisor or the talent and culture team may, under exceptional circumstances, authorize unpaid leave due to force majeure. Or to grant reasonable accommodation. That does not place any undue constraints on the organization. Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence, as stipulated in the Absence and tardiness policy. | What is the Absence and tardiness policy? | false | {
"answer_start": 1006,
"text": "Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence"
} |
562c486f-2fbc-4ce8-b2ee-2292674666a7 | Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence as stipulated in the absence and tardiness policy. E N E R A L P O L I C I E s Policy statement. Managing attendance at work is an integral part of human resources management. Here at Ludia. Employee attendance at work is an important factor in maintaining the objectives that have been set, especially regarding Ludia's competitive profitability. Absenteeism impacts operations in a negative way and can result in increased replacement costs and extra work for other employees. This policy is intended to provide a concrete approach to effectively managing attendance at work. However, Ludia acknowledges that some situations may require support from the company. In such situations, Ludia aims to assist its employees who are experiencing issues relative to justifiable attendance problems. Employees experiencing specific personal difficulties that prevent them from complying with this policy must inform the talent and culture team immediately. Scope of application All Ludia employees are subject to this policy. Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day in accordance with the regulations in force. | What impact does absenteeism have on operations in a negative way? | false | {
"answer_start": 537,
"text": "increased replacement costs and extra work for other employees"
} |
1b3d4ecc-7803-4479-82c6-d6f67f9c8207 | Any unpaid leave other than as prescribed by law or the provisions in this handbook will be deemed an unjustified absence as stipulated in the absence and tardiness policy. E N E R A L P O L I C I E s Policy statement. Managing attendance at work is an integral part of human resources management. Here at Ludia. Employee attendance at work is an important factor in maintaining the objectives that have been set, especially regarding Ludia's competitive profitability. Absenteeism impacts operations in a negative way and can result in increased replacement costs and extra work for other employees. This policy is intended to provide a concrete approach to effectively managing attendance at work. However, Ludia acknowledges that some situations may require support from the company. In such situations, Ludia aims to assist its employees who are experiencing issues relative to justifiable attendance problems. Employees experiencing specific personal difficulties that prevent them from complying with this policy must inform the talent and culture team immediately. Scope of application All Ludia employees are subject to this policy. Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day in accordance with the regulations in force. | What must employees experiencing specific personal difficulties that prevent them from complying with this policy inform the talent and culture team immediately? | false | {
"answer_start": 882,
"text": "justifiable attendance problems"
} |
63b5c4d8-c336-4b59-ac65-386ebe081c53 | Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day. In accordance with the regulations in force. Definitions Absence : Absence is defined as an employee's failure to be present at the assigned work station whenever scheduled. Employees who fail to adhere to the work schedule (tardiness and early departure) are deemed to be absent. Unjustified absenteeism: An unjustified absence involves any situation where an employee is absent without authorization or a valid reason. Progressive disciplinary guidelines are used to address unjustified absences. Justified absenteeism: A justified absence involves any absence from work that is beyond the employee's control Absence and tardiness policy. A justified absence includes an authorized absence for medical reasons and any other authorized absences beyond the employee's control. Administrative guidelines are used to address justified absences policy implementation general standards. All employees who cannot be present at work must personally inform their immediate supervisor and the talent and culture team by sending an email to: absences@ludia Om as soon as possible and at least thirty (30) minutes before the beginning of their shift. Employees must also provide a reason for their absence and a time frame for their return to work. | What is an example of an employee's failure to be present at the assigned work station whenever scheduled? | false | {
"answer_start": 232,
"text": "Absence"
} |
ac5309f7-f4bc-46fd-858d-e48058cc1756 | Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day. In accordance with the regulations in force. Definitions Absence : Absence is defined as an employee's failure to be present at the assigned work station whenever scheduled. Employees who fail to adhere to the work schedule (tardiness and early departure) are deemed to be absent. Unjustified absenteeism: An unjustified absence involves any situation where an employee is absent without authorization or a valid reason. Progressive disciplinary guidelines are used to address unjustified absences. Justified absenteeism: A justified absence involves any absence from work that is beyond the employee's control Absence and tardiness policy. A justified absence includes an authorized absence for medical reasons and any other authorized absences beyond the employee's control. Administrative guidelines are used to address justified absences policy implementation general standards. All employees who cannot be present at work must personally inform their immediate supervisor and the talent and culture team by sending an email to: absences@ludia Om as soon as possible and at least thirty (30) minutes before the beginning of their shift. Employees must also provide a reason for their absence and a time frame for their return to work. | What are used to address unjustified absences? | false | {
"answer_start": 586,
"text": "Progressive disciplinary guidelines"
} |
789182d1-ea58-4ad0-a4ab-5f65064d6cdd | Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day. In accordance with the regulations in force. Definitions Absence : Absence is defined as an employee's failure to be present at the assigned work station whenever scheduled. Employees who fail to adhere to the work schedule (tardiness and early departure) are deemed to be absent. Unjustified absenteeism: An unjustified absence involves any situation where an employee is absent without authorization or a valid reason. Progressive disciplinary guidelines are used to address unjustified absences. Justified absenteeism: A justified absence involves any absence from work that is beyond the employee's control Absence and tardiness policy. A justified absence includes an authorized absence for medical reasons and any other authorized absences beyond the employee's control. Administrative guidelines are used to address justified absences policy implementation general standards. All employees who cannot be present at work must personally inform their immediate supervisor and the talent and culture team by sending an email to: absences@ludia Om as soon as possible and at least thirty (30) minutes before the beginning of their shift. Employees must also provide a reason for their absence and a time frame for their return to work. | What is a justified absence? | false | {
"answer_start": 835,
"text": "an authorized absence for medical reasons and any other authorized absences beyond the employee's control"
} |
cba7d7e8-4661-4675-b58c-f53f3a01e622 | Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day. In accordance with the regulations in force. Definitions Absence : Absence is defined as an employee's failure to be present at the assigned work station whenever scheduled. Employees who fail to adhere to the work schedule (tardiness and early departure) are deemed to be absent. Unjustified absenteeism: An unjustified absence involves any situation where an employee is absent without authorization or a valid reason. Progressive disciplinary guidelines are used to address unjustified absences. Justified absenteeism: A justified absence involves any absence from work that is beyond the employee's control Absence and tardiness policy. A justified absence includes an authorized absence for medical reasons and any other authorized absences beyond the employee's control. Administrative guidelines are used to address justified absences policy implementation general standards. All employees who cannot be present at work must personally inform their immediate supervisor and the talent and culture team by sending an email to: absences@ludia Om as soon as possible and at least thirty (30) minutes before the beginning of their shift. Employees must also provide a reason for their absence and a time frame for their return to work. | How long must an employee notify their immediate supervisor and the talent and culture team? | false | {
"answer_start": 1240,
"text": "at least thirty (30) minutes before the beginning of their shift"
} |
ce7cfdb3-214b-416e-b7ea-6d170cd9df15 | Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day. In accordance with the regulations in force. Definitions Absence : Absence is defined as an employee's failure to be present at the assigned work station whenever scheduled. Employees who fail to adhere to the work schedule (tardiness and early departure) are deemed to be absent. Unjustified absenteeism: An unjustified absence involves any situation where an employee is absent without authorization or a valid reason. Progressive disciplinary guidelines are used to address unjustified absences. Justified absenteeism: A justified absence involves any absence from work that is beyond the employee's control Absence and tardiness policy. A justified absence includes an authorized absence for medical reasons and any other authorized absences beyond the employee's control. Administrative guidelines are used to address justified absences policy implementation general standards. All employees who cannot be present at work must personally inform their immediate supervisor and the talent and culture team by sending an email to: absences@ludia Om as soon as possible and at least thirty (30) minutes before the beginning of their shift. Employees must also provide a reason for their absence and a time frame for their return to work. | How many minutes before the start of their shift must an employee provide a reason for their absence? | false | {
"answer_start": 1240,
"text": "at least thirty"
} |
1d48f65d-11ce-4827-b7af-37f2d61e9e9c | Employees who accept a position at Ludia also have an obligation to respect the work schedule and perform all duties assigned to them until the end of the work day. In accordance with the regulations in force. Definitions Absence : Absence is defined as an employee's failure to be present at the assigned work station whenever scheduled. Employees who fail to adhere to the work schedule (tardiness and early departure) are deemed to be absent. Unjustified absenteeism: An unjustified absence involves any situation where an employee is absent without authorization or a valid reason. Progressive disciplinary guidelines are used to address unjustified absences. Justified absenteeism: A justified absence involves any absence from work that is beyond the employee's control Absence and tardiness policy. A justified absence includes an authorized absence for medical reasons and any other authorized absences beyond the employee's control. Administrative guidelines are used to address justified absences policy implementation general standards. All employees who cannot be present at work must personally inform their immediate supervisor and the talent and culture team by sending an email to: absences@ludia Om as soon as possible and at least thirty (30) minutes before the beginning of their shift. Employees must also provide a reason for their absence and a time frame for their return to work. | What must employees provide for their return to work? | false | {
"answer_start": 1365,
"text": "a time frame"
} |
57c74f00-8da6-43a4-b52b-dfbe40d8be47 | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | What must an employee provide for their absence? | false | {
"answer_start": 28,
"text": "a reason"
} |
50add854-8cdd-4e8e-a7e5-29f2b917fc97 | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | What must employees provide for the time frame for their return to work? | false | {
"answer_start": 28,
"text": "a reason for their absence"
} |
1a120399-dddd-442c-a42c-a7342b6ad696 | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | Who must employees personally report their absence to? | false | {
"answer_start": 266,
"text": "their immediate supervisor"
} |
185ec45e-ae22-4b88-9d78-b2063778ef14 | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | How must employees inform the talent and culture team? | false | {
"answer_start": 344,
"text": "by sending an email to absences@ludia OM"
} |
154deb9c-78f8-4318-b7b0-601e50e4b058 | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | In the event of a long-term absence, who can come to a mutual agreement on changing the frequency of communication? | false | {
"answer_start": 778,
"text": "the employee and the talent and culture team"
} |
7616ff2f-70fc-442d-9860-0de343e36480 | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | Who will follow up in order to obtain the information required for file administration purposes? | false | {
"answer_start": 913,
"text": "The talent and culture team"
} |
9ef74abf-01d9-476b-97ea-3d8be6460cae | Employees must also provide a reason for their absence and a time frame for their return to work. Employees who had originally reported an absence of one (1) day and who are unable to return to work for a second day, must once again personally report the absence to their immediate supervisor; they must also inform the talent and culture team by sending an email to absences@ludia OM, as was the case for the first day of absence. In the case of absences that extend beyond that, employees must inform their immediate supervisor ; they must also inform the talent and culture team by sending an email to absences@ludia OM. At the beginning of each week in order to advise them of their status and the expected return to work date if known, in the event of a long-term absence, the employee and the talent and culture team can come to a mutual agreement on changing the frequency of communication. In such cases. The talent and culture team will also followup in order to obtain the information required for file administration purposes. Repeated, short-term absences or specific cases may also be managed by the talent and culture team. Ludia may require supporting documentation, including a medical certificate in the case of frequent absences, or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. | What may be managed by the talent and culture team? | false | {
"answer_start": 1038,
"text": "Repeated, short-term absences or specific cases"
} |
dc63fc5e-7de0-466f-9402-208daea22517 | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | What are some reasons for requiring supporting documentation? | false | {
"answer_start": 323,
"text": "cases of regular absenteeism"
} |
713cf0b5-4ffa-4558-82a3-572825309557 | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | When employees take leave from work due to illness or injury? | false | {
"answer_start": 559,
"text": "When employees take leave from work due to medical reasons for more than three (3) days"
} |
dcc046ac-8b41-47d3-bbb8-b9299ba828d2 | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | How long must employees take leave from work due to medical reasons? | false | {
"answer_start": 622,
"text": "more than three (3) days"
} |
5f9e5b2f-9158-4a64-867d-fb44d709a905 | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | What must employees provide their immediate supervisor and the talent and culture team with? | false | {
"answer_start": 730,
"text": "an acceptable medical certificate"
} |
b529a4cc-8fa8-4ed5-8fb4-e7ad9bfbabd8 | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | Who may also require a medical opinion in order to validate the diagnosis? | false | {
"answer_start": 823,
"text": "Ludia"
} |
51e3f65e-c0ad-4cd4-b232-f572909c6b1f | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | What is the name of the physician of the employee? | false | {
"answer_start": 1085,
"text": "physician of their choice"
} |
73d0c033-f18c-4227-bbd8-a611287e6d7a | Ludia may require supporting documentation, including a medical certificate, in the case of frequent absences. Or if we have reasonable grounds to believe that the reason for the absence, as provided by the employee, is not valid. Reasonable grounds for requiring supporting documentation include, but are not limited, to, cases of regular absenteeism. On the same day or days of the week, the day before or after a weekly holiday, the day before or after a statutory holiday, the day before going on annual leave or on the post-vacation return to work date. When employees take leave from work due to medical reasons for more than three (3) days. They must provide their immediate supervisor and the talent and culture team with an acceptable medical certificate that indicates the reason for and duration of the absence. Ludia may also require a medical opinion in order to validate the diagnosis. The employee's abilities, the amount of time the employee will be off work, the risk of a relapse, etc. When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. | When does the employee have to see a doctor? | false | {
"answer_start": 1111,
"text": "as soon as possible after the leave from work begins"
} |
38425f64-c9c8-4551-82e1-d5f854c78cd9 | When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. An acceptable medical certificate must include the following information: the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature. Should the employee fail to provide the supporting documentation requested, Ludia will deem the absence to be unjustified. Employees are responsible for making arrangements for their personal needs, such as appointments with the physician or at the garage outside of working hours. If it is impossible to arrange such appointments outside of working hours, they must be made at the beginning or the end of a shift. Employees must come to an agreement with their immediate supervisor or the talent and culture team as early as possible on the dates of any absence for personal or family reasons. In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. | What must an employee do when they are required to submit a medical certificate? | false | {
"answer_start": 71,
"text": "visit the physician of their choice"
} |
d0b42ab6-47c2-47b4-aedd-693577849cde | When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. An acceptable medical certificate must include the following information: the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature. Should the employee fail to provide the supporting documentation requested, Ludia will deem the absence to be unjustified. Employees are responsible for making arrangements for their personal needs, such as appointments with the physician or at the garage outside of working hours. If it is impossible to arrange such appointments outside of working hours, they must be made at the beginning or the end of a shift. Employees must come to an agreement with their immediate supervisor or the talent and culture team as early as possible on the dates of any absence for personal or family reasons. In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. | What must the acceptable medical certificate include? | false | {
"answer_start": 235,
"text": "the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature"
} |
7bd76837-3021-4b06-8ffc-e02c3f0c4169 | When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. An acceptable medical certificate must include the following information: the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature. Should the employee fail to provide the supporting documentation requested, Ludia will deem the absence to be unjustified. Employees are responsible for making arrangements for their personal needs, such as appointments with the physician or at the garage outside of working hours. If it is impossible to arrange such appointments outside of working hours, they must be made at the beginning or the end of a shift. Employees must come to an agreement with their immediate supervisor or the talent and culture team as early as possible on the dates of any absence for personal or family reasons. In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. | What are employees responsible for making arrangements for? | false | {
"answer_start": 655,
"text": "their personal needs"
} |
5d2379f0-4cbc-4cbd-8882-32c33a4816c7 | When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. An acceptable medical certificate must include the following information: the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature. Should the employee fail to provide the supporting documentation requested, Ludia will deem the absence to be unjustified. Employees are responsible for making arrangements for their personal needs, such as appointments with the physician or at the garage outside of working hours. If it is impossible to arrange such appointments outside of working hours, they must be made at the beginning or the end of a shift. Employees must come to an agreement with their immediate supervisor or the talent and culture team as early as possible on the dates of any absence for personal or family reasons. In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. | What must be made at the beginning or the end of a shift? | false | {
"answer_start": 796,
"text": "appointments outside of working hours"
} |
5d695bb9-8eee-457c-80c1-7b598a61de65 | When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. An acceptable medical certificate must include the following information: the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature. Should the employee fail to provide the supporting documentation requested, Ludia will deem the absence to be unjustified. Employees are responsible for making arrangements for their personal needs, such as appointments with the physician or at the garage outside of working hours. If it is impossible to arrange such appointments outside of working hours, they must be made at the beginning or the end of a shift. Employees must come to an agreement with their immediate supervisor or the talent and culture team as early as possible on the dates of any absence for personal or family reasons. In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. | Why must employees inform their immediate supervisor? | false | {
"answer_start": 1073,
"text": "In cases involving an unforeseen absence from work for personal or family reasons"
} |
f3b558e6-1ac2-43e3-92ed-a50bca79df46 | When employees are required to submit a medical certificate, they must visit the physician of their choice as soon as possible after the leave from work begins. An acceptable medical certificate must include the following information: the date of the examination; the diagnosis (when required); the ability to perform work duties; the date on which the absence began and the expected return to work date; the physician's name and contact information; the physician's signature. Should the employee fail to provide the supporting documentation requested, Ludia will deem the absence to be unjustified. Employees are responsible for making arrangements for their personal needs, such as appointments with the physician or at the garage outside of working hours. If it is impossible to arrange such appointments outside of working hours, they must be made at the beginning or the end of a shift. Employees must come to an agreement with their immediate supervisor or the talent and culture team as early as possible on the dates of any absence for personal or family reasons. In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. | What must employees do to inform the talent and culture team as soon as possible? | false | {
"answer_start": 1261,
"text": "sending an email to absences@ ludia OM"
} |
6f24601e-048c-4e79-9f87-e0f131043262 | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | What must an employee do in cases involving an unforeseen absence from work for personal or family reasons? | false | {
"answer_start": 98,
"text": "inform their immediate supervisor"
} |
e8b21f63-a016-450a-85c6-43fd4f18c3ca | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | What should an employee notify their immediate supervisor of in cases of unforeseen absenteeism? | false | {
"answer_start": 1019,
"text": "they will be late for work"
} |
d13308ef-5ecb-4dfc-9c1c-afc5d936c011 | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | How can an employee inform the talent and culture team of an unjustified absence? | false | {
"answer_start": 188,
"text": "sending an email to absences@ ludia OM"
} |
eb7e5f5e-ba2e-44c1-8ec7-57b100c23bea | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | What is an employee asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations? | false | {
"answer_start": 1032,
"text": "late for work"
} |
c9c9d631-98e5-4653-a6ef-25469ba278f4 | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | What is a disciplinary measure for unjustified absence? | false | {
"answer_start": 1205,
"text": "progressive"
} |
f83ab822-fe73-4908-a35c-2303481da632 | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | What is unjustified absenteeism subject to? | false | {
"answer_start": 1205,
"text": "progressive disciplinary measures"
} |
3c816dfa-1c83-4e10-886c-e19d3781710c | In cases involving an unforeseen absence from work for personal or family reasons, employees must inform their immediate supervisor. ; they must also inform the talent and culture team by sending an email to absences@ ludia OM as soon as possible. Unjustified absenteeism Policy violations involving unjustified absences include, but are not limited to, the following:. Failure to report absence from work or tardiness at the beginning of the shift; failing to provide a valid reason for absence, tardiness or early departure; failing to provide a valid reason to report to work for overtime hours when the employee had agreed to work those overtime hours; providing false reasons to justify an absence; being observed during an absence, carrying out activities that are incompatible with the alleged health condition; failing to provide the supporting documentation requested by the company or providing insufficient supporting documentation. Specific provisions relative to tardiness. Employees who inform Ludia that they will be late for work may be asked not to report for work if the foreseen arrival time is such that it will interfere with Ludia's operations. Unjustified absenteeism is subject to progressive disciplinary measures. Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. | What is each case of unjustifiable absence subject to disciplinary measures that, depending on the employee's disciplinary record, can result in? | false | {
"answer_start": 1397,
"text": "disciplinary dismissal"
} |
2f5d4394-6c38-4e3f-91cf-3b2a3547bbdc | Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. Justified absenteeism: If the employee's overall rate of absenteeism (justified and unjustified) exceeds the average rate for his group, Ludia will be entitled to address the case in an administrative manner. In cases of absenteeism for medical reasons, employees must follow the attending physician's prescriptions, cooperate with the company in terms of medical and administrative follow-up on their file. Refrain from activities that are incompatible with their medical condition and participate in their return to work plan. In regards to justified absenteeism, an administrative approach will be adopted and may, in some cases, result in an administrative termination of employment policy statement. Preventing discrimination and harassment is a very important part of the workplace culture at Ludia. The company strongly disapproves of any such behaviour and believes that all employees are entitled to a work environment that is free from any form of discrimination and harassment. Management and supervisory staff at all levels work together with all employees to oversee and apply Ludia's discrimination and harassment policy. As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. | What can result in a disciplinary dismissal? | false | {
"answer_start": 94,
"text": "depending on the employee's disciplinary record"
} |
88b1b5ae-3bb1-48d8-a447-b4363473c0b4 | Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. Justified absenteeism: If the employee's overall rate of absenteeism (justified and unjustified) exceeds the average rate for his group, Ludia will be entitled to address the case in an administrative manner. In cases of absenteeism for medical reasons, employees must follow the attending physician's prescriptions, cooperate with the company in terms of medical and administrative follow-up on their file. Refrain from activities that are incompatible with their medical condition and participate in their return to work plan. In regards to justified absenteeism, an administrative approach will be adopted and may, in some cases, result in an administrative termination of employment policy statement. Preventing discrimination and harassment is a very important part of the workplace culture at Ludia. The company strongly disapproves of any such behaviour and believes that all employees are entitled to a work environment that is free from any form of discrimination and harassment. Management and supervisory staff at all levels work together with all employees to oversee and apply Ludia's discrimination and harassment policy. As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. | What can be the result of an employee's unjustified absence? | false | {
"answer_start": 157,
"text": "disciplinary dismissal"
} |
03ee549d-9e0e-4ea0-b98c-6249026093c0 | Consequently, each case of unjustified absence will be subject to disciplinary measures that, depending on the employee's disciplinary record, can result in disciplinary dismissal. Justified absenteeism: If the employee's overall rate of absenteeism (justified and unjustified) exceeds the average rate for his group, Ludia will be entitled to address the case in an administrative manner. In cases of absenteeism for medical reasons, employees must follow the attending physician's prescriptions, cooperate with the company in terms of medical and administrative follow-up on their file. Refrain from activities that are incompatible with their medical condition and participate in their return to work plan. In regards to justified absenteeism, an administrative approach will be adopted and may, in some cases, result in an administrative termination of employment policy statement. Preventing discrimination and harassment is a very important part of the workplace culture at Ludia. The company strongly disapproves of any such behaviour and believes that all employees are entitled to a work environment that is free from any form of discrimination and harassment. Management and supervisory staff at all levels work together with all employees to oversee and apply Ludia's discrimination and harassment policy. As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. | What does the company strongly disapprove of? | false | {
"answer_start": 1023,
"text": "any such behaviour"
} |
0683216e-4ab1-4411-8df4-05087026cac0 | As an employer with social and legal responsibilities, Ludia considers all discrimination and harassment complaints as per the provisions of the Charter of Human Rights and Freedoms and the Act. Respecting labour standards to be very serious matters. This policy is intended to clearly establish that all forms of discrimination or harassment are prohibited and will not be tolerated. To that end, this policy is intended to: provide all employees with a healthy work environment; maintain a work environment that is free from discrimination and harassment. And that is conducive to protecting the physical and psychological integrity of its employees and safeguarding their dignity ; contribute to raising employee awareness and provide information and training in order to prevent discrimination and harassment; provide the victims of discrimination and harassment with the support they require by establishing assistance and recourse mechanisms for that purpose. Discrimination and Harassment Policy Scope of application This policy applies to:. All employees, including management, at all levels of the organization's hierarchy; relationships between managers and employees; relationships between employees; relationships between employees and third parties. Where such relationships are developed within a work context (suppliers, clients, sub-contractors, etc. .. | What is very serious matters for Ludiia? | false | {
"answer_start": 195,
"text": "Respecting labour standards"
} |
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