Employee Medical Leave Sample Clauses

Employee Medical Leave. ‌ The Employer may require an employee who is unable to work due to illness or injury to provide a Gateway Employee Medical Form, from: (a) a medical practitioner qualified to practise medicine; (b) the consulting physician to whom the employee is referred by the medical practitioner in (a) above, providing medical evidence of the employee's inability to work in any of the following circumstances: (1) where it appears that a pattern of consistent or frequent absence from work is developing; (2) where the employee has been absent for five or more consecutive shifts or work; (3) where at least 30 days of illness or injury time have elapsed since the last Gateway Employee Medical Form was obtained; or (4) where, as indicated on a Gateway Employee Medical Leave Form, the employee is anticipated to be unable to work for an extended period, 30 days prior to the anticipated date of return to work. If the Gateway Employee Medical Leave Form states that the Employee will be on a medical leave greater than 90 days, then the Employer may request another Gateway Employee Medical Leave Form to be filled out by the medical practitioner every three months until the employee returns to his full duties and hours. (5) Where the employee is unable to perform the requirements of the position, the Employer will request a Gateway Employee Medical Leave Form to be filled out by the medical practitioner when the Gradual Return to Work (GRTW) plan needs to be updated, revised or if the employee is returning to his full duties and hours. In order to maintain legislated privacy requirements, such documents shall be maintained in a secure location and administered by Human Resources.
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Employee Medical Leave. A. The Employer will upon timely written application therefore grant written medical leave of absence without pay to regular employees for pregnancy or recovery from bona fide incapacitation due to non-occupational or occupational illness or injury resulting from a serious health condition lasting longer than three (3) consecutive days as evidenced by satisfactory medical proof. Such leave shall be granted for up to ninety (90) days and shall medically justifiable reasons. During any such period of unpaid medical leave of absence, the employee will be eligible to maintain existing health care plan coverage, provided he contributes the amounts required of other employees actively at work during the same period.
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Employee Medical Leave. The administration of illness and injury leaves of absence within the Employer’s business requires the parties to come to a mutual understanding in how those absences can be properly managed. Illness and injury absences per year can vary, but in many sectors, the average can be approximately nine days per year. The implementation and administration of Clause 19.12 – Employee Medical Leave, the parties agree that the language needs to be applied in a reasonable manner. To assist the parties in their efforts to administer the language of Clause 19.12, the following principles are to be applied:
Sample 1
Employee Medical Leave. A leave of absence without pay shall be granted to an employee In the case of illness or physical disability, rendering the employee unable to work as certified by a physician, which exhausts accumulated time off. Such leave shall be for the period of illness or disability only, up to a maximum of one (1) year. An employee must either be authorized forty (40) hours or more per pay period or have worked for the Employer for twelve (12) months and a minimum of twelve hundred fifty (1,250) hours in the preceding twelve (12) months in order to be eligible. The leave terminates after expiration of the one (1) year or upon certification by a physician of recovery from such illness or disability, whichever occurs first. The Employer reserves the right to request proof of illness and/or to require a medical examination paid for by the Employer by a physician of the Employer’s choosing.
Sample 1
Employee Medical Leave. An employee medical leave may begranted foremployees who have notsatisfied the requirements for FML or ADA or have already exhausted the leave. One medical leave is allowed per rolling year. Employee medical leave can either be triggered on the fourth shift away from work and is retroactive back to the first date of absence, in the instance of not being eligible for various other leaves, or could be applied immediately when a previous leave has been completed. A medical leave can be up to a maximum of 120 days (four consecutive months) in any 12-month rolling-year period. Subsequently, the employee must be placed on long-term disability, PERS disability, PERS retirement or separated from employment with the Authority. Employee medical leave is unpaid and any accrued PTO or comp time is to be taken concurrently. Employees who are eligible for FML are not eligible to take employee medical leave as a substitute leave to cover a medical condition that would otherwise qualify for FML.
Sample 1
Employee Medical Leave. A leave of absence shall be granted to an employee in the case of illness or physical disability, rendering the employee unable to work as certified by a physician. The request for a medical leave shall be submitted in writing. Such leave shall be for the period of illness or disability only, up to a maximum of six (6) months per year. An employee must have worked for the Employer for twelve (12) months in order to be eligible. The leave terminates after expiration of the six (6) months or upon certification by a physician of recovery from such illness or disability, whichever occurs first. The Employer reserves the right to request proof of illness and/or to require a medical examination paid for by the Employer by a physician of the Employer's choosing. Full‐time employees authorized eighty (80) hours per pay period will be granted up to four (4) hours of time off per year for their annual physical or for other physician appointments. The employee will be able to take such time from their PTO bank or without pay.
Sample 1
Employee Medical Leave. ‌ In the event an employee is off on paid leave due to a non-duty medical or injury disability, which is not totally disabling, and he/she exhausts all of his/her sick leave and then exhausts all of his/her annual leave, such employee shall then be placed on a medical leave of absence without pay not to exceed one year from the date of exhaustion of his/her annual leave. Upon request, such leave may be renewed by the Employer for a period of time up to one year. Upon return from any leave caused by a non-duty medical or injury disability of not more than three months (from the commencement of the absence), the employee shall be assured a same position at the same location. Time off in excess of three months means that the employee shall be eligible for a position in the same classification or the first vacancy available. Periodic medical confirmation of the medical or injury disability including extension request, is required. A medical certification of good health is required before he/she will be allowed to return to full-duty status. Disabilities resulting from pregnancy and childbirth, and complications arising therefrom, shall be treated the same as any other medical/physical disability.
Sample 1
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Employee Medical Leave. If an employee is unable to perform the functions of her/his job because of a serious health condition, s/he may be eligible for employee medical leave. If the employee is qualified, employee medical leave will fall under DCFML unless federal FML provides more generous benefits.
Sample 1
Employee Medical Leave. Because of a serious health condition (including pregnancy) that renders the employee unable to perform the functions of his job. The period of leave shall not exceed the period of disability. All parenting leave shall be taken on consecutive full days and must be utilized before the newborn is 12 months old or within 12 months following the adoptive or xxxxxx placement. Husbands and wives shall not be required to aggregate family medical or parenting leave. During the first year of the contract, the Company shall not exercise its statutory right to require employees to first utilize vacation in substitution for leave. If, during the first year of the contract, the frequency of family and medical leave increases significantly, the Company may require the utilization of up to one week of vacation.
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Related to Employee Medical Leave

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Family Medical Leave (a) An employee is entitled to family medical leave in accordance with the provisions of the Employment Standards Act. (b) An employee who is on Family Medical Leave shall continue to accumulate seniority and service and the Home will continue to pay its share of the premiums of the subsidized employee benefits, including pension (if permitted by the Plan and matched by the employee) in which the employee is participating during the leave. (c) Subject to any changes in an employee’s status which would have occurred had he or she not been on Family Medical Leave, the employee shall be reinstated to her former position.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • Family Medical Leave Act 1. If an employee takes a leave granted under this Article for a reason covered by the Family and Medical Leave Act, the leave shall be administered under the provisions of the FMLA. 2. Upon approval of the Superintendent and Association President, this Section may be modified as necessary to comply with federal law and rules and regulations. 3. The Board shall provide a copy of the policy on FMLA in the library of each building.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

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