LONG TERM ABSENCE. 43.01 A member absent from duty for a continuous period exceeding twelve (12) months shall accumulate annual vacation, statutory leave, paid holiday leave, and sick leave benefits during the first twelve (12) months of absence only, after which time, such benefit accumulation will cease. Upon return to regular duty, such member shall be entitled to accumulate such benefits prorated, on a monthly basis.
LONG TERM ABSENCE. If an employee is absent for sixty (60) calendar days or more, the employee’s position may be posted and filled. Upon the employee’s return to work the employee shall be assigned to the itinerant payroll or a lesser position if the same or equivalent position does not exist. If assigned to a lesser position, the employee shall remain at his/her former hourly rate and salary range and receive all increments and increases applicable to his/her range while in the lesser position for a period of sixty (60) calendar days. Upon expiration of the sixty (60) calendar days, such employee shall be assigned to a position within his/her former job classification. This assignment may cause the release of the least senior employee in the job classification. If the returning employee chooses to remain in the lesser position, he/she shall be compensated at the salary range and hourly rate for that position.
LONG TERM ABSENCE. In some circumstances, when an employee has been absent for some time and cannot give a prospective date for return, there may be grounds for dismissal for reasons of ‘capability’. This action will only be considered after all other options have been explored and exhausted with the employee. APPENDIX THREE HEALTH & SAFETY POLICY The Health and Safety objectives of the Society are to: Safeguard the health, safety and welfare of all employees when they are at work. Protect non-employees from any hazard created by the Society’s operations. All management and employees must be involved in achieving these objectives as far as is reasonably practicable. Health and Safety risk must be assessed within all Society operations and suitable working standards developed, implemented and monitored to minimise such risk. Specific health and safety duties are outlined below: The Society Management Executive: Accepts ultimate responsibility for the health, safety and welfare standards within the Society, which as a minimum must meet legislative requirements. Will regularly review the Society’s health and safety performance, taking appropriate action as a result. Will provide adequate resources to ensure that standards can be implemented effectively and that competent/specialist advice on health and safety issues is available to all Society management. Controllers/Operational General Managers will develop arrangements for health and safety within their business area and in particular: Ensure that any Society standards for health and safety are implemented. Define how health and safety is to be managed and allocate specific responsibilities to individuals as appropriate. Use the assistance of competent/specialist advise as appropriate to assess the safety risks within their operation and to develop and implement standards and working practices that minimise the risks. Ensure that all employees within their operation are aware of any health and safety risks connected with their work and have received adequate training in the safe working procedures developed. Monitor health and safety performance and regularly re-assess the health and safety risks. The Director of Human Resources will manage the specialist health and safety function and through it will: Keep the Management Executive informed about the Society’s health, safety and welfare performance. Continuously monitor and review the Society’s health and safety performance and changes in health and sa...
LONG TERM ABSENCE. In some circumstances, when an employee has been absent for some time and cannot give a prospective date for return, there may be grounds for dismissal for reasons of ‘capability’.
LONG TERM ABSENCE. 38:01 A member absent from duty for a continuous period exceeding twelve
LONG TERM ABSENCE. Long term absence shall be defined as “when an employee makes application to the sick bank.”
LONG TERM ABSENCE. If a volunteer wishes to take some months away from the volunteering activity the service will need to seek and recruit another volunteer to fill the gap that has been left. There can be no guarantee that when the absent volunteer wishes to return that we will be able to provide volunteer activities for them at that time. Sickness absence Volunteers should notify their Supervisor/Project manager as soon as they are aware they will not be able to attend an activity or volunteering period. If unable to speak direct to that person a message should be left with Library Service Support Unit or on their answerphone - 01782 238405 Continued absence or multiple short term absence over a short period of time If these absences affect the delivery of your volunteering activities do not then we shall have to stop using your services.
LONG TERM ABSENCE. In the event of absence from work due to sickness of over 120 consecutive calendar days, or for a cumulative total of 150 days over a period of 12 months, the Centre reserves itself the right to take the necessary measures. In case of illness which, in the opinion of the Centre’s medical Doctor is of long duration or of temporary incapacity beyond 12 months resulting from a long-term sickness, the Director may grant further periods of sick leave on half emoluments up to six months. If after those six months the staff member is still incapacitated, the Centre may, in consultation with its medical doctor, terminate the contract of employment if appropriate.
LONG TERM ABSENCE. Effective July a member absent from duty for a continuous period exceeding twelve 2) months shall accumulate annual vacation, statutory leave, paid holiday leave, and sick leave benefits during the first twelve months of absence only, after which, such benefit accumulation will cease. Upon return to regular duty, such member shall be entitled to accumulate such benefits prorated, on a monthly basis. In an effort to reward officers and/or to resolve minor disciplinary matters, the Chief of Police or designate may elect to follow the Awards and Informal Discipline Procedure outlined in Schedule Part and, in the case of Cadets, Part of this Working Agreement. IN LIEU BENEFITS + PAID LEAVES ARTICLE
LONG TERM ABSENCE. Full details of all Employees who are absent from work (whether on maternity leave, unpaid leave, long-term sickness or otherwise) have been Disclosed. The Vendor does not have a permanent health insurance scheme.
