Continuous leave. 26 In the event of a continuous leave of absence without pay in 27 excess of any legal requirement of the FMLA or OFLA, the County may require from 28 the employee’s physician, and/or arrange for the employee to see a physician 29 selected by the County to examine the employee and provide a statement of the 30 disability, current condition, and the anticipated length of current absence. If the 31 County requires the employee to see a physician it has selected, it will pay the costs. 1 If deemed necessary by the County, such an examination shall be repeated every 2 thirty days. If management determines that continued leave would not be in the best 3 interest of the County, then any resulting termination would be subject to review 4 under the just cause standard as to the reasonableness of this determination. 5 Following six months of leave without pay, to include time spent on unpaid FMLA 6 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 7 part of the County and if the employee’s leave is not extended, and the employee 8 does not return to work, the employee will be deemed to have resigned.
Continuous leave. An employee may request a leave of absence for a continuous period of not less than four weeks and not more than 12 months. Such leave shall be taken in increments of not less than one week. To be eligible for the leave, the employee must notify the Employer in writing on or before November 1 of the year prior to the calendar year in which the leave is to occur. Such written notice shall include the requested starting and ending date of the leave. Once granted by the Employer, the employee must take such leave during the period requested and may not return to work unless the Employer, in its sole discretion agrees.
Continuous leave. 7 In the event of a continuous leave of absence without pay in excess of 8 any legal requirement of the FMLA or OFLA, the County may require from the employee’s 9 physician, and/or arrange for the employee to see a physician selected by the County to 10 examine the employee and provide a statement of the disability, current condition, and the
Continuous leave. In the event of a continuous leave of absence without pay in excess of any legal requirement of the FMLA or OFLA, the County may require from the employee’s physician, and/or arrange for the employee to see a physician selected by the County to examine the employee and provide a statement of the disability, current condition, and the anticipated length of current absence. If the County requires the employee to see a physician it has selected, it will pay the costs. If deemed necessary by the County, such an examination shall be repeated every thirty (30) days. If management determines that continued leave would not be in the best interest of the County, then any resulting termination would be subject to review under the just cause standard as to the reasonableness of this determination. Following six (6) months of leave without pay, to include time spent on unpaid FMLA and/or OFLA leave, any extension of the leave shall be deemed permissive on the part of the County and if the employee’s leave is not extended, and the employee does not return to work, the employee will be deemed to have resigned.
Continuous leave. 2 In the event of a continuous leave of absence without pay in 3 excess of any legal requirement of the FMLA or OFLA, the County may require from 4 the employee’s physician, and/or arrange for the employee to see a physician 5 selected by the County to examine the employee and provide a statement of the 6 disability, current condition, and the anticipated length of current absence. If the 7 County requires the employee to see a physician it has selected, it will pay the costs. 8 If deemed necessary by the County, such an examination shall be repeated every 11 under the just cause standard as to the reasonableness of this determination. 12 Following six months of leave without pay, to include time spent on unpaid FMLA 13 and/or OFLA leave, any extension of the leave shall be deemed permissive on the 14 part of the County and if the employee’s leave is not extended, and the employee 15 does not return to work, the employee will be deemed to have resigned.
Continuous leave. 17 In the event of a continuous leave of absence without County pay in 18 excess of any legal requirement of the FMLA, OFLA, or Paid Leave Oregon, the County 19 may require from the employee’s physician, and/or arrange for the employee to see a 20 physician selected by the County to examine the employee and provide a statement of 21 the disability, current condition, and the anticipated length of current absence. If the 22 County requires the employee to see a physician it has selected, it will pay the costs. If 23 deemed necessary by the County, such an examination shall be repeated every thirty 24 (30) days. If management determines that continued leave would not be in the best 25 interest of the County, then any resulting termination would be subject to review under 26 the just cause standard as to the reasonableness of this determination. Following six (6) 27 months of leave without County pay, to include time spent on unpaid FMLA and/or OFLA 28 leave, any extension of the leave shall be deemed permissive on the part of the County 29 and if the employee’s leave is not extended, and the employee does not return to work, 30 the employee will be deemed to have resigned.
Continuous leave. 17 In the event of a continuous leave of absence without County pay in 18 excess of any legal requirement of the FMLA, OFLA, or Paid Leave Oregon, the County 19 may require from the employee’s physician, and/or arrange for the employee to see a 20 physician selected by the County to examine the employee and provide a statement of 21 the disability, current condition, and the anticipated length of current absence. If the 22 County requires the employee to see a physician it has selected, it will pay the costs. If 23 deemed necessary by the County, such an examination shall be repeated every thirty
Continuous leave. Upon written application by the international union, at least two (2) weeks in advance, the company may approve a continuous leave without any pay and any benefits for an employee who receives a scholarship/internship or is appointed a casual staff representative by the union. Such leave is for a minimum of ninety (90) continuous days but no more than 365 continuous days. Only one such leave will be given per contract year. The duration for such leave must be included in the written application and is not subject to change unless by mutual agreement. Only one employee in the bargaining unit may be on such leave at any one time. Company service for any employee on such leave shall be retained for the period up to the start of the leave, but will not accumulate during such leave. The employee may apply for a return from the leave with a written application at least two (2) weeks prior to the date requested for the return. The employee can return to his/her classification and position. Letter #10 updated to provide cross training to be completed by those interested by the end of the collective agreement. In keeping with our commitment for continuous improvement Xxxx Xxxxx Canada will be offering training courses to be completed by September 2018. The date and times will be determined based on work load and availability of the equipment. Those interested in the training will be required to submit their names on a form upon 30 calendar days of commencement of the new collective agreement.
A. Machinist/CNC Operator Set-Up
Continuous leave. In the event of a continuous leave of absence 5 without pay in excess of any legal requirement of the FMLA or OFLA, the County may 6 require from the employee’s physician, and/or arrange for the employee to see a 7 physician selected by the County to examine the employee and provide a statement of 12 interest of the County, then any resulting termination would be subject to review under 13 the just cause standard as to the reasonableness of this determination. Following six 14 (6) months of leave without pay, to include time spent on unpaid FMLA and/or OFLA 15 leave, any extension of the leave shall be deemed permissive on the part of the County 16 and if the employee’s leave is not extended, and the employee does not return to work, 17 the employee will be deemed to have resigned.
Continuous leave. 5.7.1. Staff requiring continuous leave not in accordance with the arrangements above, may apply in writing to their AM. Applications must be received by 30th June for such leave in January - June of the following year and by 30th November for such leave in July-December of the following year. Preference will be given to those applicants who have not made use of this facility in previous years. Those who have made use of it most recently will be given the lowest priority.
5.7.2. Annual leave weeks are rostered from Sunday to Saturday, including rest days (seven days). Staff is not allowed to work additional shifts or overtime at any point whilst on annual leave.
