Common use of General Policies Governing Leaves of Absence Clause in Contracts

General Policies Governing Leaves of Absence. (a) Applications for leave of absence shall be made, in writing, to the Employer as early as possible in order that staff substitutions may be arranged. Applications shall indicate the date of departure on leave and the date of return. (b) Except as provided in Article 20.01(c), where an Employee is granted a leave of absence of more than a month’s duration, and that Employee is covered by any or all of the plans specified in Article 19: Prepaid Health Benefits, that Employee may, subject to the Insurer’s requirements, make prior arrangement for the prepayment of the full premiums for the applicable plans. (c) With the exception of a leave of absence for Union or Local business, in the case of a leave of absence in excess of one (1) month, Employees shall cease to accrue sick leave and earned vacation to the extent that such leave exceeds one (1) month. The Employee’s increment date shall also be adjusted by the same amount of time. (d) Employees shall not be entitled to Named Holidays with pay which may fall during the period of leave of absence. (e) During an Employee’s leave of absence, the Employee may work as a Casual Employee with the Employer without adversely affecting the Employee’s reinstatement to the position from which the Employee is on leave. (f) In reinstating an Employee under Article 20.04 and 20.05, the Employee will be reinstated to the Employee’s former position, and if not possible the Employer will consult with the Employee and the Union over possible suitable placements.

General Policies Governing Leaves of Absence. (a) Applications for leave of absence shall be made, in writing, to the Employer as early as possible in order that staff substitutions may be arranged. Applications shall indicate the date of departure on leave and the date of return. (b) Except as provided in Article 20.01(c)20.04 and 20.05, where an Employee is granted a leave of absence of more than a month’s months duration, and that Employee is covered by any or all of the plans specified in Article 19: Prepaid Health Benefits, that Employee may, subject to the Insurer’s requirements, make prior arrangement for the prepayment of the full premiums for the applicable plans. (c) With the exception of a leave of absence for Union or Local business, in the case of a leave of absence in excess of one (1) month, Employees shall cease to accrue sick leave and earned vacation to the extent that such leave exceeds one (1) month. The Employee’s increment date shall also be adjusted by the same amount of time. (d) Employees shall not be entitled to Named Holidays with pay which may fall during the period of leave of absence. (e) During an Employee’s leave of absence, the Employee may work as a Casual Employee with the Employer without adversely affecting the Employee’s reinstatement to the position from which the Employee is on leave. (f) In reinstating an Employee under Article 20.04 and 20.05Articles 20.04(c) or 20.05(a), the Employee will be reinstated to the Employee’s former position, and if not possible the Employer will consult with the Employee and the Union over possible suitable placements.

General Policies Governing Leaves of Absence. (a) Applications for leave of absence shall be made, in writing, to the Employer as early as possible in order that staff substitutions may be arranged. Applications shall indicate the date of departure on leave and the date of return. (b) Except as provided in Article 20.01(c)Articles 22.04 and 22.05, where an Employee is granted a leave of absence of more than a month’s months duration, and that Employee is covered by any or all of the plans specified in Article 1921: Prepaid Health Benefits, that Employee may, subject to the Insurer’s requirements, make prior arrangement for the prepayment of the full premiums for the applicable plans. (c) With the exception of a leave of absence for Union or Local business, in the case of a leave of absence in excess of one (1) month, Employees shall cease to accrue sick leave and earned vacation to the extent that such leave exceeds one (1) month. The Employee’s increment date shall also be adjusted by the same amount of time. (d) Employees shall not be entitled to Named Holidays with pay which may fall during the period of leave of absence. (e) During an Employee’s leave of absence, the Employee may work as a Casual Employee with the Employer without adversely affecting the Employee’s reinstatement to the position from which the Employee is on leave. (f) In reinstating an Employee under Article 20.04 and 20.05Articles 22.04(c) or 22.05(a), the Employee will be reinstated to the Employee’s former position, and if not possible the Employer will consult with the Employee and the Union over possible suitable placementsplacements and reinstate the Employee.

General Policies Governing Leaves of Absence. (a) Applications for leave of absence shall be made, in writing, to the Employer as early as possible in order that staff substitutions may be arranged. Applications shall indicate the date of departure on leave and the date of return. (b) Except as provided in Article 20.01(c), where an Employee is granted a leave of absence of more than a month’s months duration, and that Employee is covered by any or all of the plans specified in Article 19: Prepaid Health Employee Benefits, that Employee may, subject to the Insurer’s requirements, make prior arrangement for the prepayment of the full premiums for the applicable plans. (c) With the exception of a leave of absence for Union or Local business, in the case of a leave of absence in excess of one (1) month, Employees shall cease to accrue sick leave and earned vacation to the extent that such leave exceeds one (1) month. The Employee’s increment date shall also be adjusted by the same amount of time. (d) Employees shall not be entitled to Named Holidays with pay which may fall during the period of leave of absence. (e) During an Employee’s leave of absence, the Employee may work as a Casual Employee with the Employer without adversely affecting the Employee’s reinstatement to the position from which the Employee is on leave. (f) In reinstating an Employee under Article 20.04 and 20.05Articles 20.04(c) or 20.05(a), the Employee will be reinstated to the Employee’s former position, and if not possible the Employer will consult with the Employee and the Union over possible suitable placementsplacements and reinstate the Employee.

General Policies Governing Leaves of Absence. (a) Applications for leave of absence shall be made, in writing, to the Employer as early as possible in order that staff substitutions may be arranged. Applications shall indicate the date of departure on leave and the date of return. (b) Except as provided in Article 20.01(c), Articles 22.04 and 22.05 where an Employee is granted a leave of absence of more than a month’s months duration, and that Employee is covered by any or all of the plans specified in Article 1921: Prepaid Health Employee Benefits, that Employee may, subject to the Insurer’s Insurer‟s requirements, make prior arrangement for the prepayment of the full premiums for the applicable plans. (c) With the exception of a leave of absence for Union or Local business, in the case of a leave of absence in excess of one (1) month, Employees shall cease to accrue sick leave and earned vacation to the extent that such leave exceeds one (1) month. The Employee’s Employee‟s increment date shall also be adjusted by the same amount of time. (d) Employees shall not be entitled to Named Holidays with pay which may fall during the period of leave of absence. (e) During an Employee’s Employee‟s leave of absence, the Employee may work as a Casual Employee with the Employer without adversely affecting the Employee’s Employee‟s reinstatement to the position from which the Employee is on leave. (f) In reinstating an Employee under Article 20.04 and 20.0522.04(f) or 22.05(a), the Employee will be reinstated to the Employee’s former position, and if not possible the Employer will consult with the Employee and the Union over possible suitable placementsplacements and reinstate the Employee to a site suitable to the Employee, if possible. If that is not possible, the Employee will be reinstated to their home site, if possible. If the foregoing options are not possible, the Employee will be reinstated to the closest possible site to that Employee‟s home site.