Illness of Employee. The Board may require a medical certification from eligible employees who request leave under the FMLA. Additional requests for medical certification shall be at the employer's expense and shall comply with the regulations under the Act.
Illness of Employee. 26.01 Any employee who has completed his probationary period and who gives prompt notice of illness to the employer and the Local Union Official and submits appropriate medical proof shall be granted a temporary leave of absence without pay. He/she shall be entitled to be restored to his or her position provided:
(a) For an employee with 9 years or more seniority, that he returns to work within 24 months and is mentally and physically fit for his position as declared by a medical expert.
(b) For an employee with less than 9 years seniority but more than 1 year, that he returns to work within 12 months and is mentally and physically fit for his position as declared by a medical expert.
(c) For an employee with less than 1 year of seniority he returns to work within the time period equal to his length of previous employment with the Employer and is declared physically and mentally fit by a medical expert. In the case of 26.01 (a), the said employee must inform the employer by registered mail of his/her intent to return to his/her normal duties. This notification must be received at the end of the twelfth (12th) month and again at the end of the eighteenth (18th), month of his/her temporary absence and seniority shall not be lost. In the event of any changes in anticipated length of absence, then the Employer must be notified.
26.02 The employer may make arrangements for substitution, in accordance with the Temporary Job Posting Procedure, during the period of the said illness. When the employee does return to work, it shall be at the current rate of pay of the classification, provided the employee is still able to perform the job, as it is then constituted.
26.03 In the case where a temporary leave of absence is granted the employer will give the vacation pay to the employee concerned when the vacation period occurs.
26.04 When an employee becomes eligible for Employment Insurance payments and such payments are late for administration reasons, the employer will advance the equivalent of such funds until the time he or she receives delayed payment from Employment Insurance Commission at which time the employee will have to reimburse immediately and in one payment. Such program will terminate for all employees immediately with the first default of repayment from any employee.
Illness of Employee. Additional requests for medical certification shall be at the employer’s expense and shall comply with the regulations under the Act.
Illness of Employee. Dismissal through no fault or delinquency attributable solely to the employee.
Illness of Employee. Illness in the immediate family, i.e., spouse, mother, father, mother-in- law, father-in-law, children, brother, brother-in-law, sister-in-law, sister, son-in-law, daughter-in-law, grandparents, and grandchildren.
Illness of Employee. Serious illness of a member of employee's immediate family that requires the employee's presence at home.
Illness of Employee. The Board may require a medical certification from eligible employees who request leave under the FMLA. Additional requests for medical certification shall be at the employer's expense and shall comply with the regulations under the Act. Intermittent Leave For Planned Medical Treatment: Unpaid medical leave with FMLA benefits may be taken on an intermittent basis when the employee, the employee's spouse, child or parent has a serious medical condition and it is foreseeable that the employee will need short periods of time off. Such intermittent leave days may be taken only when all sick leave and annual leave has been exhausted. Intermittent leave may be taken in increments of one or more days or partial days at work. Intermittent leave will be granted, subject to the previously mentioned terms, if the health care provider certifies that it is medically necessary. The Board may require medical certification of the need, and the schedule or time of the treatment. The employee must give the Board thirty (30) days written notice of the need for the leave, if possible. If it is not possible to give 'Addendum between t he School Board ol Volusia County and the Volusia Association of Education Office Personnel January 11, 1996 thirty (30) days advance notice, the employee shall provide as much notice as is practicable.
