Inability to Work. The hours not worked on any working day shall be deducted from the normal weekly working time in the actual amount but at a maximum amount of the daily working time and in the case of flexible working time, not more than the target working time (Article 35
Inability to Work. Special Provisions for Medical Universities and the Vienna University of Veterinary Medicine Article 37 Special Status of Medical Universities and the Vienna University of Veterinary Medicine Article 38 Secondary Employment (special provision regarding Article 12)
Inability to Work. Except as otherwise provided by applicable law, the Company may terminate Employee’s employment in the event Employee is Unable to Work. In the event of Employee’s death or termination by the Company due to Employee being Unable to Work, Employee shall receive: (a) the Accrued Amounts, and (b) in the event that Employee is enrolled in any of the Company’s group health benefits plans as of the effective date of Employee’s termination, then Employee and Employee’s eligible dependents, if any, shall remain eligible to continue their participation in such plans for a period of twelve (12) months after Employee’s date of termination, subject to the eligibility and other terms and conditions of such plans, except that the Company will pay the full premiums otherwise payable for such coverage during such 12 month period.
Inability to Work. (1) If the staff member is unable to work due to sickness or accident, s/he shall notify the University thereof immediately, i.e. in principle on the day on which the inability occurs.
(2) If inability to work as defined in paragraph (1) continues for more than three working days, the staff member shall present to the University a certificate of an authorised physician of his/her health insurance institution or a panel doctor as defined in Section 8 para 8 AngG at the University's request. In well-founded cases the University may request presentation of such a certificate even if the inability to work lasts less than three working days.
(3) If the staff member is unable to work due to other important reasons concerning his/her person, s/he shall inform the University about the inability to work if possible before but in any case not later than upon commencement of the same. If the inability to work occurs with no fault on the part of the staff member (such as, e.g. due to court hearings, civil service examination), s/he shall continue to be entitled to his/her salary (Section 8 para 3 AngG).
(4) If any of the following family matters occurs, which has been notified according to paragraph (3) and subsequently proved, the staff member shall be entitled to leave of absence from work for the number of days stated below while payment of his/her salary will continue:
(a) one's own marriage/civil union three days;
(b) birth of one's own children three days;
(c) marriage/civil union of close relatives one day;
(d) life-threatening sickness or accident of the spouse/life-time partner/ civil partner, a(n) (adopted or xxxxxx) child or a parent, notwithstanding the entitlement to nursing leave three days;
(e) death of a spouse/ civil partner/ life-time partner, a(n) (adopted or xxxxxx) child, a parent or other close relatives, the latter if they lived in the same household
(f) attending the funeral of close relatives who did not live in the same household one day;
(g) change of residence two days.
(5) For the purposes of paragraph (4) close relatives means persons who are related to the staff member in direct line as well as sisters, brothers, stepchildren and other relatives if they live in the same household.
(6) The entitlements defined in paragraph (4) shall be granted in the form of working days and have to be consumed close to the relevant event.
(7) Staff members who are members of an officially recognised religious community shall be granted, in addition to th...
Inability to Work. If the inability to work is due to injury, through no fault of one’s own, while performing work for the company, including occupa- tional-related illness which is clearly due to work for the given company, the employee may not be terminated within the first 6 weeks of the period in which the person has a documented ina- bility to work due to injury. It is a condition that the employee is entitled to unemployment benefit under the provisions of the Unemployment Benefit Act.
Inability to Work. 8.1 In the case of an inability to work, the Registered Director will immediately inform the Company about this impairment and the expected duration thereof as well as the reasons for such impairment. At the request of the Company he shall provide a medical certificate.
Inability to Work. The Employee is required to inform the Employer via the direct line manager as well as HR immediately at the start of the inability to work, under specification of the reasons. If the inability is previously unknown, the Employer needs to be informed as soon as possible. If the inability to work is caused by sickness and the duration exceeds 2 days, the Employee is required to produce a doctor’s note before the end of the third workday after the beginning of the inability to work, confirming the sickness as well as the expected duration.
Inability to Work. The Employer may require an employee to provide reasonable documentation from a qualified medical practitioner to verify inability to work where:
(1) it appears that a pattern of consistent or frequent absence from work is developing; or
(2) the employee has been absent for more than three consecutive scheduled days of work.
Inability to Work. (1) The Employee is required to notify QIAGEN without delay of any inability to work, in particular of any disability and its anticipated duration. Upon request, the reasons for the inability to work shall be disclosed. In the event of any deadlines, the Employee shall point out any work requiring preferential attention.
(2) If the inability to work lasts longer than 3 calendar days, the Employee shall submit a doctor’s attestation of the existence of the inability to work as well as its anticipated duration not later than on the following workday. If the inability to work lasts longer than indicated by the doctor’s attestation, the Employee is obligated to submit a new attestation without delay.
(3) If the Employee is prevented from performing his duties because of disability due to illness that is not his fault, he shall not lose his claim to compensation for the period of his inability to work up to a period of 6 weeks.
Inability to Work. (1) The Employee is required to notify QIAGEN without delay of any inability to work, in particular of any disability and its anticipated duration. Upon request, the reasons for the inability to work shall be disclosed. In the event of any deadlines, the Employee shall point out any work requiring preferential attention.
(2) If the inability to work lasts longer than 3 calendar days, the Employee shall submit a doctor’s attestation of the existence of the inability to work as well as its anticipated duration not later than on the following workday.
(3) If the Employee is prevented from performing his duties because of disability due to illness that is not his fault, he shall not lose his claim to compensation for the period of his inability to work up to a period of 6 weeks.
(4) In the event of approval of a recuperative, rehabilitative or other health measure, the employee shall present an attestation without delay regarding the approval and duration of treatment as well as any other relevant information.
