Disability Leave – Unpaid. Option Three
15.8.1 A leave of absence without pay may be taken which may commence at any time during the disability and must commence no later than the beginning date of disability. After consultation with the bargaining unit employee to accommodate needs of the school system, the Superintendent or designee may make minor adjustments in the starting date of the leave of no more than five (5) school days prior to or five (5) school days after the requested commencement date of the leave. Such adjustments must be made prior to the commencement date of the leave, and the bargaining unit employee must be so notified. This leave of absence shall be for the remainder of the six (6) month period. The bargaining unit employee shall notify the Superintendent or designee in writing of his/her intention to return to service at least forty-five (45) days before she/he expects to resume her/his duties except, when delivery occurs during such forty-five (45) days, notification shall be no more than forty-five (45) days after delivery. The bargaining unit employee shall be informed of receipt of such notification of intent to return.
Disability Leave – Unpaid. 1. A bargaining unit member who is ill or disabled and who has exhausted sick leave available under this Agreement, may be granted an unpaid disability leave, not to exceed twelve (12) months in duration from the date on which sick leave was exhausted.
2. If a bargaining unit member knows of or anticipates the need for extended absence, a leave request shall be made to the Employer as soon as is practicable so as to facilitate continuity of transportation services. Upon request, the employee will furnish the Employer with medical verification for the leave, medical prognosis regarding fitness for return to work, and such other information as may be necessary to promote the safety of the employee, students, other employees, and members of the community.
3. An employee may be placed on involuntary disability leave status for up to three (3) months for either of the following reasons:
a. Where there is adequate objective (including medical, psychiatric and/or psychological) evidence that the employee cannot perform the essential functions of his/her assignment.
b. Where there is adequate objective (including medical, psychiatric and/or psychological) evidence that the employee cannot perform his/her position responsibilities without posing a current and direct threat to the health and safety of the employee and/or others with whom the employee comes into contact during the course and scope of performing job duties. If a direct threat of harm or risk is found to exist, consideration shall be given as to whether or not the risk(s) can be eliminated or reduced to an acceptable level through utilization of reasonable job accommodations. Prior to any placement on involuntary leave the Employer shall give written notice to the bargaining unit member that such personnel action is under consideration and the reasons for such consideration. Upon request of the employee, a hearing shall take place before the Superintendent (or other designee of the Employer) prior to placement on involuntary leave. During the pendency of this hearing the Employer shall have the right to place the employee on an interim paid leave status, pending a final administrative decision as to the necessity for an involuntary leave.
Disability Leave – Unpaid. Option Three
15.8.1 A leave of absence without pay may be taken which may commence at any time during the disability and must commence no later than the beginning date of
