Abuse of FMLA or College Policies on Leave of Absence. If an employee who has been granted a full-time leave fails to return to work upon expiration of the leave for any reason other than a verified illness, he or she will be deemed to have voluntarily resigned as of the date the employee fails to return to work, and the College may recover from the employee the cost of any payments made to maintain the employee’s medical benefit coverage, unless the failure to return to work was due to the continuation, recurrence, or onset of a serious health condition or for other reasons beyond the employee’s control. An employee who begins working elsewhere during a leave, other than in a moonlighting position the employee had immediately prior to the commencement of the leave, will be subject to discipline up to and including termination. Appendix II Agreement Between Cincinnati State Technical and Community College and American Association of University Professors Cincinnati State Technical and Community College Chapter
Abuse of FMLA or College Policies on Leave of Absence. If an employee who has been granted a full-time leave fails to return to work upon expiration of the leave for any reason other than a verified illness, he or she will be deemed to have voluntarily resigned as of the date the employee fails to return to work, and the College may recover from the employee the cost of any payments made to maintain the employee’s medical benefit coverage, unless the failure to return to work was due to the continuation, recurrence, or onset of a serious health condition or for other reasons beyond the employee’s control. An employee who begins working elsewhere during a leave, other than in a moonlighting position the employee had immediately prior to the commencement of the leave, will be subject to discipline up to and including termination. Appendix 2 Benefits Eligibility Guidelines for Dependents for College Health Insurance Plans Same Sex-Domestic Partner Provided that said coverage is legally available and understanding that should it become legally unavailable, there are no substitute economic benefits to which eligible bargaining unit members are entitled; The same-sex domestic partner of a covered employee who meets all of the following criteria shall be eligible for dependents’ benefits: has shared for at least nine consecutive months prior to obtaining this coverage and continues to share during the coverage period a permanent residence with the employee (unless residing in different cities, states, or counties on a temporary basis); is the sole domestic partner of the employee, has been in a relationship with the employee for at least nine months, and intends to remain in the relationship indefinitely; is not currently married to or legally separated from another person under either statutory or common law; shares responsibility with the employee for each other’s common welfare; is at least eighteen years of age and mentally competent to consent to contract; is not related to the employee by blood to a degree of closeness that would prohibit marriage in the state in which they legally reside; has agreed to notify Human Resources, in writing, in the event of a dissolution of the domestic partnership; is financially interdependent with the employee in accordance with the plan requirements outlined by the College, which documentation must be provided to and verified by the College. Financial interdependency may be demonstrated by the existence of four of the following: joint ownership of real estate property or joint...
Abuse of FMLA or College Policies on Leave of Absence. If an employee who has been granted a full-time leave fails to return to work upon expiration of the leave for any reason other than a verified illness, he or she will be deemed to have voluntarily resigned as of the date the employee fails to return to work, and the College may recover from the employee the cost of any payments made to maintain the employee’s medical benefit coverage, unless the failure to return to work was due to the continuation, recurrence, or onset of a serious health condition or for other reasons beyond the employee’s control. An employee who begins working elsewhere during a leave, other than in a moonlighting position the employee had immediately prior to the commencement of the leave, will be subject to discipline up to and including termination. Appendix II Benefits Eligibility Guidelines for Dependents for College Health Insurance Plans Same Sex-Domestic Partner Provided that said coverage is legally available and understanding that should it become legally unavailable, there are no substitute economic benefits to which eligible bargaining unit members are entitled: The same-sex domestic partner of a covered employee who meets all of the following criteria:
