Common use of Additional Leave for Non-Industrial Accident or Illness Clause in Contracts

Additional Leave for Non-Industrial Accident or Illness. A permanent classified employee who has exhausted all entitlement to sick leave, vacation, or other available paid leave and who is absent because of non-industrial accident or illness may be granted additional leave without pay status through his/her supervisor with the recommendation of the college president or appropriate District Administrative Center manager, as applicable, for approval of the Governing Board. The Board may renew the leave of absence, at the request of the supervisor, for an additional six (6) months. Extension beyond the one (1) year limit on leave without pay will be considered by the Governing Board only in cases of extreme illness. Upon recovery, an employee shall present written evidence satisfactory to the appointing authority of being released for return to duty. The employee shall be restored to a position within the class to which he/she was assigned and, if at all possible, to his/her previous position. If, at the conclusion of all applicable leaves of absence, and after all attempts to reasonably accommodate the job to the employee's known disability, the employee still is unable to assume the duties of his/her position, he/she shall be placed on a reemployment list for a period of thirty-nine (39) months. An employee who has been medically released for return to duty and who fails to accept an appropriate assignment shall be dismissed.

Additional Leave for Non-Industrial Accident or Illness. A permanent classified employee who has exhausted all entitlement to sick leave, vacation, or other available paid leave and who is absent because of non-industrial accident or illness may be granted additional leave without pay status through his/her supervisor with the recommendation of the college president or appropriate District Administrative Center manager, as applicable, for approval of the Governing Board. The Board may renew the leave of absence, at the request of the supervisor, for an additional six (6) months. Extension beyond the one (1) year limit on leave without pay will be considered by the Governing Board only in cases of extreme illness. Upon recovery, an employee shall present written evidence satisfactory to the appointing authority of being released for return to duty. The employee shall be restored to a position within the class to which he/she was assigned and, if at all possible, to his/her previous position. If, at the conclusion of all applicable leaves of absence, and after all attempts to reasonably accommodate the job to the employee's known disabilityhandicap, the employee still is unable to assume the duties of his/her position, he/she shall be placed on a reemployment list for a period of thirty-nine (39) months. An employee who has been medically released for return to duty and who fails to accept an appropriate assignment shall be dismissed.

Additional Leave for Non-Industrial Accident or Illness. A permanent classified employee who has exhausted all entitlement to sick leave, vacation, or other available paid leave and who is absent because of non-industrial accident or illness may be granted additional leave without pay status through his/her their supervisor with the recommendation of the college president or appropriate District Administrative Center manager, as applicable, for approval of the Governing Board. The Board may renew the leave of absence, at the request of the supervisor, for an additional six (6) months. Extension beyond the one (1) year limit on leave without pay will be considered by the Governing Board only in cases of extreme illness. Upon recovery, an employee shall present written evidence satisfactory to the appointing authority of being released for return to duty. The employee shall be restored to a position within the class to which he/she was they were assigned and, if at all possible, to his/her their previous position. If, at the conclusion of all applicable leaves of absence, and after all attempts to reasonably accommodate the job to the employee's known disability, the employee still is unable to assume the duties of his/her their position, he/she they shall be placed on a reemployment list for a period of thirty-nine (39) months. An employee who has been medically released for return to duty and who fails to accept an appropriate assignment shall be dismissed.