Common use of Employee Medical Clause in Contracts

Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 (G)) to support a leave of this type. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, he/she shall provide to the Chief Human Resources Officer or his/her designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform his/her duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered. 1. A bargaining unit member on this type of leave will receive all group insurance on the same basis as employees in active pay status, provided that any non-self- insured coverage obtained from an outside carrier for which the University and/or the employee pay premiums to that outside carrier permits coverage for persons who are not in active pay status. 2. Accrued unused paid leaves shall be utilized by the employee prior to the use of any unpaid Employee Medical Leave. 3. A bargaining unit member on this type of leave, with the approval of the appointing authority or designee, may take reduced or intermittent leave to reduce the usual number of hours per day or work week.

Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 (G15.1(H)) to support a leave of this type. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, he/she shall provide to the Chief Human Resources Officer or his/her designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform his/her duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered. 1. A bargaining unit member on this type of leave will receive all group insurance on the same basis as employees in active pay status, provided that any non-self- self-insured coverage obtained from an outside carrier for which the University and/or the employee pay premiums to that outside carrier permits coverage for persons who are not in active pay status. 2. Accrued unused paid leaves shall Vacation may be utilized by substituted for a portion of the employee prior to the use of any unpaid Employee Medical Leave. 3. A bargaining unit member on this type of leave, with the approval of the appointing authority or designee, may take reduced or intermittent leave to reduce the usual number of hours per day or work week.

Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 (G)) to support a leave this type of this typeleave. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, he/she they shall provide to the Chief Human Resources Officer or his/her their designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform his/her their duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered. 1. A bargaining unit member on this type of leave will receive all group insurance on the same basis as employees in active pay status, provided that any non-self- self-insured coverage obtained from an outside carrier for which the University and/or the employee pay premiums to that outside carrier permits coverage for persons who are not in active pay status. 2. Accrued unused paid leaves shall be utilized by the employee prior to the use of any unpaid Employee Medical Leave. 3. A bargaining unit member on this type of leave, with the approval of the appointing authority Chief Human Resources Officer or their designee, may take reduced or intermittent leave to reduce the usual number of hours per day or work week.

Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 15.1(H)) (G)) to support a leave of this type. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, he/she shall provide to the Chief Human Resources Officer or his/her designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform his/her duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered. 1. A bargaining unit member on this type of leave will receive all group insurance on the same basis as employees in active pay status, provided that any non-self- self-insured coverage obtained from an outside carrier for which the University and/or the employee pay premiums to that outside carrier permits coverage for persons who are not in active pay status. 2. Accrued unused Vacation paid leaves may shall be substituted for a portion utilized by the employee prior to the use of any unpaid of the Employee Medical Leave. 3. A bargaining unit member on this type of leave, with the approval of the appointing authority or designee, may take reduced or intermittent leave to reduce the usual number of hours per day or work week.

Employee Medical. A bargaining unit member whose absence due to a serious health condition exceeds accrued sick leave and is not eligible to receive FMLA leave may take Employee Medical Leave Without Pay for up to twelve (12) weeks less any accrued sick leave used, unless otherwise required by law. The University may require medical certification and/or a second or third opinion (see Section 15.1 (G)) to support a this type ofa leave of this type. When a bargaining unit member uses Employee Medical Leave Without Pay to receive inpatient or outpatient treatment from a medical provider, or to visit a doctor, dentist or other medical provider, hetheyhe/she shall provide to the Chief Human Resources Officer or histheirhis/her designee written verification of the visit in order for the Employee Medical Leave Without Pay to be approved. Whenever possible, the bargaining unit member will inform the department head one (1) week in advance of such scheduled visits. If the University receives within the period of either FMLA leave or Employee Medical Leave Without Pay medical evidence from its physician and/or the bargaining unit member's physician that indicates the bargaining unit member is expected to be able to substantially and materially perform histheirhis/her duties by a specified date that is no later than one (1) year from the last day on the job, a request for extension of Medical Leave Without Pay will be considered. 1. A bargaining unit member on this type of leave will receive all group insurance on the same basis as employees in active pay status, provided that any non-self- insured coverage obtained from an outside carrier for which the University and/or the employee pay premiums to that outside carrier permits coverage for persons who are not in active pay status. 2. Accrued unused paid leaves shall be utilized by the employee prior to the use of any unpaid Employee Medical Leave. 3. A bargaining unit member on this type of leave, with the approval of the appointing Chief Human Resources Officerappointing authority or designee, may take reduced or intermittent leave to reduce the usual number of hours per day or work week.