Illness or Disability. If, because of Employee’s illness or other disability for a continuous period of more than 45 days, Employee is unable to render the services required by the Company as provided herein, the Company may terminate Employee’s employment hereunder by written notice to Employee at least 30 days in advance of such termination. Upon such termination Employee shall not be entitled to any further payments of any nature, except for payment of (a) any earned but unpaid Annual Base Salary, (b) any unpaid bonuses and (c) unreimbursed business expenses (collectively, “Payable Amounts”). All Payable Amounts shall become due and payable on the date of such termination.
Illness or Disability. A. At the beginning of each school year each teacher shall be credited with a ten (10) day sick leave allowance to be used for absences caused by illness or physical disability of the teacher or death in the immediate family when bereavement and personal business days have been exhausted. The unused portion of such allowance shall accumulate from year to year up to one school year of student contact days. Teachers will be compensated at the rate of fifty dollars ($50) per unused sick day at the end of each year, up to a maximum of ten (10) days, for all days over one hundred eighty (180) accumulated days.
B. The Board reserves the right to request a doctor's statement before compensating a teacher if it has reasonable cause to believe that the teacher was not absent for the reasons specified.
C. A teacher who is unable to teach because of personal illness or disability and who has exhausted all sick leave available shall be granted a leave of absence without pay or additional sick leave for the duration of such illness or disability up to one year, and the leave may be renewed each year upon written request by the teacher and approval by the Board.
D. Any teacher who is absent because of an injury or disease compensable under the Michigan Worker's Compensation Law shall receive from the Board the difference between the Worker's Compensation payment prescribed by law and his regular salary, to the extent and until such time as such teacher shall have used up any accumulated "sick leave" provided herein. The "sick pay" will be computed on the basis of the teacher's pro-rated salary per day at the time he becomes absent because of injury or disease.
E. The Board may request a doctor's statement before allowing a teacher to resume his duties following any sick leave.
F. Teachers required to be absent because of an emergency illness of a member of the immediate family may draw their regular salary, not to exceed ten (10) days in any one year. The emergency illness absence days will be deducted from sick leave days.
G. The term "immediate family" in this section will be defined to include spouse, children or step-children, parents or step-parents, brothers or sisters of the teacher and/or spouse; and any of the following living with the teacher at the time of illness: step-brothers, step-sisters, grandparents or grandchildren, sons-in-law, daughters-in-law of the teacher and/or spouse.
Illness or Disability. Each teacher shall be credited with six (6) days' of sick leave allowance at the beginning of the first semester and five (5) days' of sick leave allowance at the beginning of the second semester to be used for absences caused by illness or physical disability of the teacher or his/her immediate family. The unused portion of such allowance shall accumulate from year to year to a total of one hundred and seventy (170) days. A sick leave bank may be established by bargaining unit members from their accumulation of unused sick days. The sick leave pool shall not exceed an accumulation of fifty (50) days. The pool shall be created by a voluntary contribution from a member's accumulated sick leave bank and shall not exceed a contribution of three (3) sick days per year by any one person. A committee composed of three (3) members of the Association and one (1) member of Administration shall administer the pool of unused sick leave days generated by this process. The use of pool sick leave days shall be limited to major catastrophes and shall not be used for maternity leave or childcare purposes unless associated with a health care problem. Sick leave pool days cannot be used for retirement purposes and the granting or denial of the use of sick leave pool days shall not be subject to the grievance procedure. If the sick leave bank is depleted, the Association membership shall be provided with an opportunity to replenish the bank by an agreed upon voluntary contribution of Association member's accumulated sick days. Upon depletion of his or her personal sick and personal days, any bargaining unit member may make a written application to the committee to utilize sick leave pool days. Reports on the status of this sick leave pool, including the number of days remaining, will be provided to the Association upon request.
Illness or Disability. Faculty may request an unpaid leave of absence for their own illness or disability or the illness or disability of an immediate family member. Such leave may be granted for no more than one year (including any time taken pursuant to the Sick Leave or Family and Medical Leave policies for the illness or disability).
Illness or Disability. A. At the beginning of each school year each teacher shall be credited with a thirteen (13) day sick leave allowance up to an accumulation of 213 days to be used for absences caused by illness or physical disability of the teacher a member of the immediate family in the household and/or the father and mother of the teacher. The unused portion of such allowance shall be allowed to accumulate from year to year to a limit of Two Hundred (200) days, a day being six (6) hours. A teacher may use increments of one hour when needed. A statement of accumulation shall be sent to each teacher at least annually. Sick leave accumulations shall be noted on pay stubs bi-weekly. Up to five (5) of these days per year may be used for immediate family, not included above, (children out of the home, brother, sister, daughter-in-law, son-in-law, mother-in -law, father-in-law, grandparent and grandchild.) However, these days shall not accumulate for this purpose from year to year.
B. A teacher shall be granted a leave of absence for five (5) days for the death of a member of the immediate family which includes mother, father, wife, husband, son, daughter, brother, sister, father-in-law, mother-in-law, grandparents, grandchildren, or other members of the family in the household. These days shall be provided in addition to sick leave. Additional time may be granted at the discretion of the Superintendent. Teachers shall be excused from duty for (1-3) days to attend the funeral of other relatives or persons whose relationship to the teacher warrants such attendance and leave shall be deductible from sick leave and shall be approved by the Superintendent.
C. In years when the sick bank has less that 180 days available, each teacher shall contribute one (1) day of his/her annual leave toward a sick leave bank. This sick leave bank is to be administered by the sick bank committee. Teachers may make reasonable withdrawals as determined by the sick bank committee, provided there are sufficient days in the bank and the following conditions are met.
1. The teacher must have exhausted all of his/her personal accumulated sick leave.
2. Five (5) work days without pay must have elapsed following the exhaustion of the teacher's accumulated personal sick leave.
3. Teachers in their first year at Gladwin may not draw from the sick bank. Upon application, teachers may draw up to ten (10) days in their second year and fifteen
Illness or Disability. To take a course of study which shall increase the employee's usefulness on return to his/her position in the City service.
Illness or Disability. A member of the bargaining unit shall be granted a leave of absence without pay for illness or other disability. At the option of the member, such leave shall be for (a) the balance of the school year or (b) the balance of the school year and the next ensuing school year. Upon written request, the Board shall grant an extension of such leave for one additional school year.
Illness or Disability. Staff members who qualify for disability benefits under Long Term Disability or Workplace Safety Insurance shall have the right to return to their former position if it still exists or in the alternative to a comparable position if they are fit to return to work within an eighteen (18) month period. Beyond eighteen (18) months, when an employee is certified as able to return to work, the University will place them in a position at the same band and nature of work to the extent possible. The employee shall be given training and a reasonable opportunity to adjust to a new position. Irrespective of the duration and the nature of the illness/disability, the University undertakes, where appropriate, to provide rehabilitative employment for which the staff member is qualified and comparable in compensation. A staff member who is absent from work due to illness for six (6) months, but who does not qualify for benefits under the Long Term Disability plan or under Workplace Safety Insurance, shall be laid off at the discretion of the University after that period. Where the University intends to lay off a staff member due to illness or disability, the University shall notify the staff member in writing at least thirty
Illness or Disability. A. Each teacher shall be informed by the District, at the time of the first paycheck subsequent to the second Monday in September of each year, as to his or her total accumulated sick leave.
B. A teacher who is absent due to injury in the course of a teacher’s employment with the District shall be compensated based on provisions outlined in the District’s workers’ compensation plan. A teacher will be permitted to claim one sick day, until sick days are exhausted, for every three days of leave prompted by the injury.
C. A teacher may use no more than five (5) sick days per school year to care for a member of the teacher’s immediate family. (Immediate family shall be as defined by the section XXII of the negotiated agreement.)
Illness or Disability. An employee who (1) is unable to work because of personal sickness or injury and (2) has exhausted sick pay from all sources and vacation payments will be granted a leave of absence without pay upon request in writing to the Employment Services Office, Human Resources and furnishing evidence of disability satisfactory to the University. Such request and evidence may be delivered or sent to the Employment Services Office, Human Resources by the Union or any other interested party. The leave of absence shall be for the period of continued disability for a maximum period of time of two (2) years. Requests for extensions of a leave of absence beyond two (2) years may be submitted to the Employment Services Office, Human Resources. To continue the leave of absence, an employee must receive appropriate medical treatment and furnish satisfactory evidence of continuing disability. When necessary, physicians' opinions shall be the basis used to determine the question of appropriate medical treatment or evidence of continuing disability. MEDICAL CONDITION FOLLOWING LEAVE - An employee returning from an unpaid medical leave of absence may be required to furnish a physician's statement as to the employee's condition with respect to whether the employee's condition might interfere with the performance of the employee's duties. If the University requires a medical statement from an employee returning from a personal leave of absence, then the examination will be at the expense of the University. MEDICAL DISPUTE - In the event of a dispute involving any employee's physical ability to perform that employee's assigned work upon his return to work at the University from a layoff or from any leave of absence, and the employee is not satisfied with the determination of the designated physician of the University with respect to the employee's ability to perform that employee's work, he may submit a report from a medical doctor of his/her own choosing and at his/her own expense. If the dispute still exists, at the request of the employee, the designated physician of the University and the employee's doctor shall agree upon a third doctor to submit a report to the University and the employee, and the decision of such third party will be binding upon the parties. The expenses of the third party medical physician shall be shared equally by the University and the employee.
