Common use of General Leaves of Absence Clause in Contracts

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave Act, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence will be without pay, except where leave is covered by paid time off or accrued paid sick time. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave ActAct of 1993, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence absences will be without pay, except where leave is covered by paid time off or accrued paid sick timevacation. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave ActAct of 1993, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request thirty (30) days prior to leave date or as soon as possible to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by per FMLA and/or state law, whichever is greater; Medical leave – length of leave as certified by a physicianper FMLA and/or state law, whichever is greater; and Military and active duty leave – as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves leave of absence absences will be without pay, except where leave is covered by paid time off or accrued paid sick timevacation. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Family and Medical Leave Act of 1993, Washington Paid Family and Medical Leave Act, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence absences will be without pay, except where leave is covered by paid time off or accrued paid sick timevacation. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her their same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her their physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave ActAct of 1993, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employeremployer’s policy or defined by statute. Employees shall be entitled to the Washington Paid Family and Medical Leave, which is a statewide program, and will be able to use it starting in 2020, per the general guidelines. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months 12 weeks or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and uptoamaximumofoneyear;and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence absences will be without pay, except where leave is covered by paid time off accrued PTO or accrued paid sick timeif payment is prescribed by law. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer employer shall work closely with the employee and his/her physician to determine if if, and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave Act, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence will be without pay, except where leave is covered by paid time off or accrued paid sick time. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employerEmployer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave Act, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence will be without pay, except where leave is covered by paid time off or accrued paid sick time. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employerEmployer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer Employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave Act, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence will be without pay, except where leave is covered by paid time off or accrued paid sick time. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave ActAct of 1993, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence absences will be without pay, except where leave is covered by paid time off or accrued paid sick timevacation. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Family and Medical Leave Act of 1993, Washington Paid Family and Medical Leave Act, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employer’s policy or defined by statute. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence absences will be without pay, except where leave is covered by paid time off or accrued paid sick timevacation. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her hertheir same position. The Employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer shall work closely with the employee and his/her hertheir physician to determine if and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.

General Leaves of Absence. ‌ Employees shall be entitled but not limited to all rights and privileges provided in the Washington Paid Family and Medical Leave ActAct of 1993, and other federal and state laws regulating pregnancy and/or medical leave as outlined by the Employeremployer’s policy or defined by statute. Employees shall be entitled to the Washington Paid Family and Medical Leave, which is a statewide program, and will be able to use it that starting started in 2020, per the general guidelines. Types and Definitions of Leaves of Absence: Employees may request a leave of absence without pay by presenting a written request to their immediate supervisor along with any supporting documentation. The decision to grant a leave of absence without pay shall be at the discretion of the Employer except that the Employer shall grant leave of absence without pay for the following reasons and minimum lengths of time: Family leave – 6 months 12 weeks or as provided by law, whichever is greater; Medical leave – length of leave as certified by a physician; and uptoamaximumofoneyear;and Military and active duty leave as provided by federal law. Leaves of absence shall not be construed as a break in service. All leaves of absence absences will be without pay, except where leave is covered by paid time off accrued PTO or accrued paid sick timeif payment is prescribed by law. Employees on leave shall retain their seniority. An intermittent leave or reduced leave schedule may be granted if the leave is due to the Employee’s own illness or the illness of a child, spouse or parent of the employee, or at the discretion of the employer, for the illness of another immediate family member, such as siblings, step-children, and step parents. When an intermittent leave is requested, dates on which treatment is expected to be given and the duration of the treatment must be submitted to the Employee’s supervisor. An Employer may temporarily transfer the employee to another available position with equivalent pay and benefits that better accommodate the Employee’s scheduling needs. Return from Leave of Absence: The employee taking a leave of absence is entitled to return to his/her same position. The Employer employer will make a good faith effort to reinstate Employees returning from an authorized leave of absence to their previous or similar assignment and schedule. Return to Work Program: When feasible an employer will provide alternative work opportunities to employees injured on the job. The Employer employer shall work closely with the employee and his/her physician to determine if if, and when the employee can return to modified duty, and what assignments and/or activity level is appropriate.