Intermittent Leave or Leave on a Reduced Leave Schedule Sample Clauses

Intermittent Leave or Leave on a Reduced Leave Schedule. An employee must request to use available leave intermittently or on a reduced leave schedule. Where leave is requested in connection with a serious health condition of the employee or his or her immediate family member, the request for leave must be supported with a certification from the health care provider that such leave is medically necessary and stating the expected duration and schedule of such leave. There must be a medical need for the leave and evidence that the medical need can best be accommodated through an intermittent or reduced leave schedule. Any eligible employee seeking leave on an intermittent or reduced leave basis must obtain and complete a request for leave and must submit the medical certification required. Intermittent or reduced leave may also be taken in connection with the birth or because of the placement for adoption or xxxxxx care of a child. However, intermittent leave or leave on a reduced leave schedule for this purpose may only be taken with the approval of the District. In either instance, whether because such leave is medically necessary or in connection with the birth or placement of a child, the employee must try to schedule the leave so as not to unduly disrupt the District's operations. In the event the employee takes intermittent leave or reduced leave the District reserves the right to place the employee in an alternative position, which better accommodates intermittent or reduced leave. When an instructional employee requests intermittent or reduced leave for planned medical treatment for more than twenty percent (20%) of the total number of working days in the period during which the leave would be used, the District may require the employee to elect either to (1) take leave for a "particular duration" or time which is not greater than the duration of the planned treatment, or (2) be transferred to an alternative position. If the instructional employee requesting intermittent leave or leave on a reduced leave schedule does not give proper notice as required the District may deny the taking of leave until thirty (30) days after notice was provided, or may require the employee to take leave for either a "particular duration" or accept an alternative position.
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Intermittent Leave or Leave on a Reduced Leave Schedule. If an employee requests intermittent leave (a few days or hours at a time) or on a reduced leave schedule to care for an immediate family member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. “
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Intermittent Leave or Leave on a Reduced Leave Schedule. If an employee requests leave intermittently (a few days or hours at a time) or a reduced leave schedule for reasons covered under the FMLA or CFRA, the employee must provide medical certification that such intermittent leave is medically necessary. “Medically necessary” means there must be a medical need for the leave and that the leave can best be accomplished through an intermittent or reduced leave schedule. Employee shall be informed that granted FMLA leave will be deducted from employees 12 week allowance.
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Related to Intermittent Leave or Leave on a Reduced Leave Schedule

  • Extended Leave of Absence 1. Upon written request of a bargaining unit member (Appendix C), the Board may grant a leave of absence without pay for a period of not more than two (2) consecutive school years for educational, professional, or other purposes. Application shall be no later than March 1.

  • Intermittent Leave 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Return from Leave of Absence (a) Before a Nurse may return to work from a leave granted under Article 9.00, she or he must provide a minimum of four (4) weeks written notice of the specific date of his or her return to work, or such shorter time as mutually agreed.

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