Common use of Disability During Sabbatical Clause in Contracts

Disability During Sabbatical. a. In the event that a Member on sabbatical leave becomes unable to fulfil the sabbatical obligations because of disability, the following policies and procedures apply. 1. The Member shall advise the President, as soon as possible under the circumstances, of the disability and will provide the President with a physician’s report outlining the extent of the disability and, if possible, the expected date of recovery. For the duration of the illness the provisions of Article 5.45 – Physical and Mental Illness shall apply. However, the rate of salary remains that applicable during the sabbatical, unless the duration of the disability is more than six months, when the University’s Long Term Disability policy applies. 2. In the event that the sabbaticant is disabled from performing his/her tasks for less than 50% of the sabbatical leave, the Member shall be deemed to have taken his/her sabbatical leave. The Member shall submit a report on his/her activities on completion of the sabbatical leave or at the end of the sick leave, whichever occurs later. The impact of the illness on the sabbatical plan of the Member shall be taken into consideration at evaluation time. 3. In the event that the Member is disabled from performing his/her tasks for more than 50% of the sabbatical leave, the Member shall be deemed not to have taken a sabbatical leave, but shall not be eligible to receive compensation for loss of regular salary during that leave. The Member shall be eligible to have the sabbatical re-scheduled. If the Member indicates that he/she will carry out the previously approved sabbatical plan then the President, in consultation with the Faculty Council and with the Member, will determine the date on which the sabbatical leave will commence. In the event that the Member wishes to amend the sabbatical plan the provisions of Article 5.20.5 d shall apply.

Disability During Sabbatical. a. a) In the event that a Member on sabbatical leave becomes unable to fulfil the sabbatical obligations because of disability, the following policies and procedures apply. 1. i) The Member shall advise the President, as soon as possible under the circumstances, of the disability and will provide the President with a physician’s physician‟s report outlining the extent of the disability and, if possible, the expected date of recovery. For the duration of the illness the provisions of Article 5.45 – 3.40 - Physical and Mental Illness shall apply. However, the rate of salary remains that applicable during the sabbatical, unless the duration of the disability is more than six months, when the University’s University‟s Long Term Disability policy applies. 2. ii) In the event that the sabbaticant is disabled from performing his/her tasks for less than 50% of the sabbatical leave, the Member shall be deemed to have taken his/her sabbatical leave. The Member shall submit a report on his/her activities on completion of the sabbatical leave or at the end of the sick leave, whichever occurs later. The impact of the illness on the sabbatical plan of the Member shall be taken into consideration at evaluation time. 3. iii) In the event that the Member is disabled from performing his/her tasks for more than 50% of the sabbatical leave, the Member shall be deemed not to have taken a sabbatical leave, but shall not be eligible to receive compensation for loss of regular salary during that leave. The Member shall be eligible to have the sabbatical re-scheduled. If the Member indicates that he/she will carry out the previously approved sabbatical plan then the President, in consultation with the Faculty Council and with the Member, will determine the date on which the sabbatical leave will commence. In the event that the Member wishes to amend the sabbatical plan the provisions of Article 5.20.5 d 3.20 #5 d) shall apply.

Disability During Sabbatical. a. a) In the event that a Member on sabbatical leave becomes unable to fulfil the sabbatical obligations because of disability, the following policies and procedures apply. 1. i) The Member shall advise the President, as soon as possible under the circumstances, of the disability and will provide the President with a physician’s report outlining the extent of the disability and, if possible, the expected date of recovery. For the duration of the illness the provisions of Article 5.45 – 3.40 - Physical and Mental Illness shall apply. However, the rate of salary remains that applicable during the sabbatical, unless the duration of the disability is more than six months, when the University’s Long Term Disability policy applies. 2. ii) In the event that the sabbaticant is disabled from performing his/her tasks for less than 50% of the sabbatical leave, the Member shall be deemed to have taken his/her sabbatical leave. The Member shall submit a report on his/her activities on completion of the sabbatical leave or at the end of the sick leave, whichever occurs later. The impact of the illness on the sabbatical plan of the Member shall be taken into consideration at evaluation time. 3. iii) In the event that the Member is disabled from performing his/her tasks for more than 50% of the sabbatical leave, the Member shall be deemed not to have taken a sabbatical leave, but shall not be eligible to receive compensation for loss of regular salary during that leave. The Member shall be eligible to have the sabbatical re-scheduled. If the Member indicates that he/she will carry out the previously approved sabbatical plan then the President, in consultation with the Faculty Council and with the Member, will determine the date on which the sabbatical leave will commence. In the event that the Member wishes to amend the sabbatical plan the provisions of Article 5.20.5 d 3.20 #5 d) shall apply.