Employee on FMLA Leave. If a key employee does not return to work in response to the District's notification of its decision to deny restoration of employment, the District will continue to provide the key employee with health benefits (to the extent of the FMLA leave period) and the District will not seek to recover its cost of health benefit premiums. A key employee's FMLA rights will continue until the employee gives notice he/she no longer wishes to return to work or until the District denies reinstatement at the end of the leave period. The key employee has the right, at the end of the FMLA leave period, to request reinstatement and the District will reevaluate the extent of its injury due to the requested reinstatement based on the facts at that time. If the District again determines that the reinstatement will still cause the injury, the key employee will be notified in writing by hand-delivered or certified letter of the denial of his/her reinstatement to employment. If the District finds that reinstatement will not result in the required injury, the key employee will be granted reinstatement.
Employee on FMLA Leave. An employee on FMLA Leave shall be allowed to bid for shifts as defined in Article 5. The employee shall leave the appropriate contact information and/or a designee authorized to bid for the employee in the event a shift bid takes place during the employee’s absence. Management shall make a reasonable effort to notify these employees on FMLA leave of pending bids, using the employee’s contact numbers.
