Extended Unpaid Medical Leave Sample Clauses

Extended Unpaid Medical Leave. If a nonworking-related illness or disability of a non- probationary employee is of such a nature that all sick leave is used, the employee shall resign, apply for disability retirement, if applicable, or request the Board of Education to place them on an approved extended medical leave. When it becomes necessary for an employee to make application to the Human Resource Department for an extended unpaid medical leave, the following steps will be followed: 1. A Request for Approved Leave of Absence Form must be filed prior to commencement of leave except for emergency situations. 2. The application must be accompanied by a statement from the employee’s physician(s). 3. The Board of Education will reserve the right to grant or deny the application based upon is assessment of the information furnished. Further the Board of Education may require a physical examination or medical opinion from physician(s) of its choice. 4. Should an employee wish to extend unpaid leave beyond the twelve-week FMLA period, the employee should plan to pay the health insurance premium, and other benefit if any, obligations on a monthly basis. The rate is 100% of the total cost. 5. Extended medical leave may not be granted for longer than twelve (12) months from the effective date unless approved by the superintendent.
Sample 1Sample 2Sample 3See All (8)
AutoNDA by SimpleDocs
Extended Unpaid Medical Leave. Extended unpaid medical leave without pay for a period of time not to exceed twenty-six (26) weeks shall be granted automatically upon application from non-probationary employees for illness or injury, subject to the Employer’s right to require proof of disability or injury. Continuation of such leave shall be granted by the Employer in thirty (30) day increments subject to the right of the Employer to require proof of the disability. Employees must report any change of conditions or request a continuation of leave. In no case shall extended unpaid medical leave exceed one (1) year.
Sample 1Sample 2Sample 3See All (6)
Extended Unpaid Medical Leave. The District may approve employee extended unpaid leave for medical reasons for up to 90 workdays for employees who do not qualify for Family Medical Leave benefits. Employees may not use extended unpaid medical leave to extend the Family Medical Leave benefits period. The employee shall submit the extended unpaid medical leave request to the Benefits Department at least 30 calendar days in advance, except in emergency situations over which the employee has no control. Extended medical leave shall require a physician's statement upon request for leave and certification of ability to return to work at the end of the leave. Upon return from approved unpaid medical leave of 90 workdays or less the employee shall be reassigned to the original position. While on extended unpaid medical leave, the employee is ineligible to work for any other employer without preauthorization from the District. Employees who lose District medical and/or life insurance coverage while on extended unpaid medical leave must re-establish their benefit eligibility in accordance with Sections 701 and 702 upon their return to work. When a TOTEM employee is absent because of travel delay beyond their control, the District shall grant annual leave, subject to written verification from a source acceptable to the District. TOTEM employees are expected to contact their principal/supervisor in advance of the absence, unless it is impossible to do so. Paid leave shall be granted for transportation delays occurring while the TOTEM employee is on a trip organized and executed for District business.
Sample 1Sample 2See All (5)
Extended Unpaid Medical Leave. The District may approve employee extended unpaid leave for medical reasons for up to 90 workdays for employees who do not qualify for Family Medical Leave benefits. Employees may not use extended unpaid medical leave to extend the Family Medical Leave benefits period. The employee shall submit the extended unpaid medical leave request to the Benefits Department at least 30 calendar days in advance, except in emergency situations over which the employee has no control. Extended medical leave shall require a physician's statement upon request for leave and certification of ability to return to work at the end of the leave. Upon return from approved unpaid medical leave of 90 workdays or less the employee shall be reassigned to the original position. While on extended unpaid medical leave, the employee is ineligible to work for any other employer without preauthorization from the District. Employees who lose District medical and/or life insurance coverage while on extended unpaid medical leave must re-establish their benefit eligibility in accordance with Sections 701 and 702 upon their return to work. When a TOTEM employee is absent because of travel delay beyond their control, the District shall grant annual leave, subject to written verification from a source acceptable to the District. TOTEM employees are expected to contact their principal/supervisor in advance of the absence, unless it is impossible to do so. Paid leave shall be granted for transportation delays occurring while the TOTEM employee is on a trip organized and executed for District business. SECTION 500 WAGE AND FINANCIAL BENEFITS‌ 501 CLASSIFICATION PLAN‌ The job titles listed are indicative of the type of work performed by the employees in this bargaining unit. Ranges and job titles are for the purpose of establishing appropriate compensation. Range 8 Customer Service Receptionist/Switchboard Library/Media Assistant – Elementary Nurse Assistant Senior Clerk Teacher Assistant Teacher Assistant – NCLB Teacher Assistant, Bilingual/Bi-Literate Teacher Assistant, Kindergarten Teacher Assistant, Kindergarten – NCLB Range 9 Bibliographic Control Clerk I Distribution Clerk Distribution Clerk/Science Center Library/Media Assistant – Secondary Range 10 Classroom Tutor – NCLB IEP Clerical Support Clerk Migrant Education Recruitment Clerk Secretary School Secretary/Alternative School Secretary/Elementary School Secretary/High School School Secretary/Middle School Teacher Assistant, Computer Lab- NCL...
Sample 1Sample 2
Extended Unpaid Medical Leave. Extended unpaid medical leave without pay for a period of time not to exceed twenty-six (26) weeks shall be granted automatically upon application from non-probationary employees for illness or injury, subject to the Employer’s right to require proof of disability or injury. Continuation of such leave shall be granted by the Employer in thirty (30) day increments subject to the right of the Employer to require proof of the disability. Employees must report any change of conditions or request a continuation of leave. In no case shall extended unpaid medical leave exceed one (1) year. When not on the County’s payroll (hours actually worked, using vacation time, or personal time) additional personal time shall not accrue.
Sample 1Sample 2
Extended Unpaid Medical Leave. Extended unpaid medical leave for a fixed period of time shall be granted automatically upon application from non-probationary employees for illness or injury, subject to the Employer’s right to require proof of disability or injury. Continuation of such leave shall be granted in thirty
Sample 1

Related to Extended Unpaid 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 and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of five (5); and has not lived continuously with the employee for six (6) months or longer.

  • 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 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.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Unpaid Personal Leave Where an employee has exhausted all paid personal leave entitlements, they are entitled to take unpaid personal leave to care for members of their immediate family or household who are sick and require care and support or who require care due to an unexpected emergency. The employer and the employee shall agree on the period. In the absence of agreement, the employee is entitled to take up to two days (up to a maximum of 16 hours) of unpaid leave per occasion, provided the requirements of 7.2.5(a) and 7.2.5(b) are met.

  • 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 (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.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!