Absence Without Approved Leave Sample Clauses

Absence Without Approved Leave. A. Job Abandonment
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Absence Without Approved Leave. Any absence of an employee from duty, including any absence for a single day or part of a day, that is not authorized by a specific grant of leave of absence under the provisions of this Agreement, will be deemed to be an absence without approved leave. Any such absence shall be without pay and may be subject to disciplinary action. In the absence of such disciplinary action, any employee who absents him or herself for three (3) consecutive working days without leave shall be deemed to have resigned. Such action may be reconciled by a subsequent grant of leave if the conditions warrant.
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Absence Without Approved Leave. Any unauthorized, unapproved absence by an employee, without extraordinary extenuating circumstances that can be verified, shall be grounds for disciplinary action and/or termination. If verifiable extenuating circumstances are found to have existed, the Department Head may approve the absence as an authorized leave without pay. Any employee who is absent without approved leave for more than three consecutive scheduled work days is considered to have abandoned his/her employment; voluntarily terminating the position without notice. The District will consider the last day on which the employee actually rendered service as the date of separation. The District shall serve notice of the separation by certified mail or personal service to the employee’s last known address and provide appropriate appeal process notification should the employee wish to appeal. An employee who is absent for less than three consecutive scheduled work days without notice, approval, and verifiable extenuating circumstances, will be subject to disciplinary action up to and including termination from employment.
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Absence Without Approved Leave. An employee not on sick leave or authorized leave of absence but absent without notice of any kind for three days, shall be considered resigned at the discretion of the Employer. The Employer may, however, consider any written request of the employee or the Union on the employee’s behalf.
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Absence Without Approved Leave. A. Absence from duty without approved leave for five consecutive workdays, whether voluntary or involuntary, shall be considered an automatic resignation from the State Bar retroactive to the last day the Employee worked or was on approved leave. B. Prior to administratively separating an Employee, the State Bar shall provide written notice to the Employee identifying the effective date of the automatic resignation and the factors supporting the invocation of this Section. C. The Employee shall be provided at least five (5) working days from the date of the notice to object to the automatic resignation. The Employee’s objection shall be heard by a representative chosen by the State Bar, who shall have the authority to sustain or rescind the automatic resignation, and who shall notify the Employee of the representative’s decision in writing within five (5) working days. D. The representative’s decision to sustain or rescind the automatic resignation shall be subject to the grievance and arbitration procedure. The Employee may file a grievance challenging this decision directly at Step III of the grievance process as described in Section 17(D)(4), skipping Steps I and II of the grievance process, within fifteen (15) working days of receiving the written decision to sustain the automatic resignation. E. Reinstatement following automatic resignation shall be granted if: 1) the Employee has provided a satisfactory explanation for the Employee’s absence and their failure to obtain leave and; 2) the Employee is either (a) ready, willing, and able to resume performing the duties of their former position, or (b) the Employee has met the criteria for a leave of absence pursuant to Section 32 and will be granted such leave upon reinstatement. Absence due to an Employee’s own medical incapacity, as established by sufficient supporting documentation from the Employee’s treating health care provider(s), shall be considered a satisfactory explanation for the Employee’s absence pursuant to this subsection.‌ F. An Employee so reinstated shall not be paid salary for the period of their absence following their automatic resignation, except that they shall be permitted to apply unpaid sick leave and personal leave accruals, if applicable, that were in the Employee’s leave bank at the time of the automatic resignation. If the Employee chooses not to apply those leave accruals, any unpaid accruals shall be credited back to the Employee’s leave bank at the time of their reinstat...
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Absence Without Approved Leave. 1. Absence without approved leave (AWOL) is absence without pay resulting from a determination by the Employer that no type of leave will be approved for a period of absence for which the employee did not obtain advance approval or for which a subsequent request for leave was denied. A bargaining unit employee who is absent without approved leave for any reason must explain to his/her immediate supervisor the cause of the absence and the reason for failure to request permission to be absent. If the Employer determines that the bargaining unit employee was absent for insufficient cause, the period of absence will be charged as AWOL. This includes instances when an employee has not complied with a supervisory requirement to supply medical documentation to support an absence as cited in Section B.4.b-c. 2. An employee who does not report to duty and/or does not request leave is considered absent without leave until such time as leave is requested and approved. An employee who has followed established procedures for requesting leave shall not be considered AWOL solely as a result of the supervisor's, or designee's, unavailability to approve the employee's leave request. An absence initially recorded as AWOL may subsequently be converted to approved leave at the Employer's discretion based on receipt of acceptable justification. 3. A charge of AWOL does not, in itself, constitute a disciplinary or adverse action, although AWOL could subject an employee to disciplinary or adverse action.
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Absence Without Approved Leave. An employee who fails to return from a paid or unpaid leave of absence or is absent without leave for three (3) calendar days shall be considered to have abandoned their job and treated as a voluntary resignation unless the City determines to the contrary. Nothing herein precludes the City from granting an extension of an approved leave of absence requested in advance of the expiration by the employee.
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Related to Absence Without Approved Leave

  • Absence Without Leave Any absence of an employee from scheduled duty that has not been previously authorized by the EMPLOYER may be deemed an absence without leave. Any employee absent without leave will be subject to disciplinary action, and any employee absent without leave for three (3) consecutive days may be deemed to have resigned his/her employment, provided that the EMPLOYER may grant approval for leave subsequent to the unauthorized absence if the employee can conclusively establish to the EMPLOYER that the circumstances surrounding the absence and failure to request leave were beyond the employee's control.

  • Absence Without Authorization A. Absence without authorization for three (3) consecutive working days shall be considered an automatic resignation. B. When the County believes an employee has been absent without authorization and the County plans to invoke the provisions of 9.A., above, the County shall send written notice by certified mail to the employee's last known address at least ten (10) calendar days prior to implementing an automatic resignation. Such written notice shall contain: 1. a statement of the County's intention to implement the employee's automatic resignation and its effective date;

  • Approved Leave of Absence With Pay During Vacation When an employee is qualified for bereavement leave, sick leave or any other approved leave with pay during her vacation period, there shall be no deduction from the vacation credits for such leave. In the case of sick leave, this section shall only apply when the period of illness or injury is in excess of two (2) days and a note from a physician may be required. The period of vacation so displaced shall be taken at a mutually agreed time. An employee intending to claim displaced vacation leave must advise the Employer and provide necessary documentation within seven (7) days of returning to work.

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

  • Leaves of Absence Without Pay Section 13.

  • Approved Leave of Absence During Vacation Where it can be established by the employee through a doctor's certificate that an illness or accident occurred, or where an employee qualifies for bereavement or any other approved leave during his/her period of vacation, there shall be no deduction from vacation credits for such absence. The period of vacation so displaced shall either be added to the vacation or reinstated for use at a later date, at the employee's option, as mutually agreed.

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

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021. Section 2. Upon the request of either party, the EMPLOYER and the UNION shall meet and confer on the extension of this Special Leave Without Pay Program each year through 2021. Section 3. The EMPLOYER's policy on use of Special Leave Without Pay (SLWOP) provides that employees may use SLWOP in cases where they would otherwise not take the leave. The EMPLOYER will therefore interpret its policy on SLWOP to allow SLWOP for Union Leave and Parenting Leave in cases where the employee would not otherwise take the leave.

  • Leave of Absence With Pay 1. A leave of absence with pay shall be granted to any employee who serves on a jury or as a witness for the federal government, the State of Nevada, or a political subdivision thereof. The employee shall be paid his/her regular salary while on court leave and retain any witness or jury duty fees, when summoned for jury duty or serving as a witness in any case. When an employee, serving in his/her official capacity as a County employee and as part of his/her required duties, serves as a witness in any case, he shall not receive witness fees. Per diem and transportation costs may be paid by the requesting jurisdiction, considering such variables as whether or not the case is a criminal or civil matter, whether it is in State or out-of-state, the length of time the employee is required to stay away from the job and who receives ultimate benefit from the County employee’s testimony. Court leave shall not be charged to any employee’s annual leave balance. 2. When it is impractical for a registered voter to vote before or after his/her normal working hours, an employee will be granted sufficient time to vote.

  • Military Leave Without Pay An employee in the State service shall be entitled to a military leave of absence without pay during a period of service with the armed forces of the United States. However, such reduction in salary will not be made for an FLSA-exempt employee on temporary military leave except for full workweek increments where such leave causes an absence of one (1) or more full workweeks. The employee shall, upon honorable discharge from such service, be returned to a position in the same class as the employee’s last held position, if available, at the salary rate prevailing for such class, without loss of seniority or employment rights. Employees shall make application for reinstatement within ninety (90) days and shall report for duty within six (6) months following separation from active duty. Failure to comply may terminate military leave. If it is established that the employee is not physically qualified to perform the duties of their former position by reason of such service, the employee shall be reinstated in other work that the employee is able to perform at the nearest appropriate level of pay of the employee’s former class. An employee voluntarily or involuntarily seeking military leave without pay to attend service school shall be entitled to such leave during a period of active duty training. Military leaves of absence without pay shall be granted in compliance with the Veterans' Reemployment Rights Law, Title 38 USC Chapter 43.

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