Common use of Intermittent Leave Clause in Contracts

Intermittent Leave. 21 Intermittent leave without pay used in lieu of sick leave is not subject to 22 the six (6) month entitlement provided for above. When such leave significantly affects an 23 employee’s job performance and is not subject to the requirements of law (including but not 24 limited to the FMLA), management may evaluate the employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical information as provided for in “Section D.1” above 26 may be required for the evaluation. After completing the evaluation management may do one 27 of the following: 28 a. Approve a similar pattern of intermittent use of unpaid leave for a 29 specified period followed by another evaluation; or 30 b. Put the employee on a work plan to manage the use of leave 31 without pay, followed by disciplinary action if the plan is not successfully completed; or 32 c. Proceed with the disciplinary process.

Intermittent Leave. 21 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to 22 the six (6) month entitlement provided for above. When such leave significantly 9 affects an 23 employee’s job performance and is not subject to the requirements of law 10 (including but not 24 limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the 25 criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above 26 may be required for the evaluation. After completing the 13 evaluation management may do one 27 of the following: 28 14 a. Approve a similar pattern of intermittent use of 15 unpaid leave for a 29 specified period followed by another evaluation; or 30 16 b. Put the employee on a work plan to manage the use 17 of leave 31 without pay, followed by disciplinary action if the plan is not successfully 18 completed; or 32 c. Proceed with the disciplinary process.

Intermittent Leave. 21 15 Intermittent leave without pay used in lieu of sick leave is not subject to 22 16 the six (6) month entitlement provided for above. When such leave significantly affects an 23 17 employee’s job performance and is not subject to the requirements of law (including but not 24 18 limited to the FMLA), management may evaluate the employee’s use of leave according to the 25 19 criteria of “Section B.2.c” above. Medical information as provided for in “Section D.1” above 26 20 may be required for the evaluation. After completing the evaluation management may do one 27 21 of the following: 28 22 a. Approve a similar pattern of intermittent use of unpaid leave for a 29 23 specified period followed by another evaluation; or 30 24 b. Put the employee on a work plan to manage the use of leave 31 25 without pay, followed by disciplinary action if the plan is not successfully completed; or 32 26 c. Proceed with the disciplinary process.

Intermittent Leave. 21 11 Intermittent leave without pay used in lieu of sick leave is not subject to 22 12 the six (6) month entitlement provided for above. When such leave significantly affects an 23 13 employee’s job performance and is not subject to the requirements of law (including but not 24 14 limited to the FMLA), management may evaluate the employee’s use of leave according to the 25 15 criteria of “Section B.2.c” above. Medical information as provided for in “Section D.1” above 26 16 may be required for the evaluation. After completing the evaluation management may do one 27 17 of the following: 28 18 a. Approve a similar pattern of intermittent use of unpaid leave for a 29 19 specified period followed by another evaluation; or 30 20 b. Put the employee on a work plan to manage the use of leave 31 21 without pay, followed by disciplinary action if the plan is not successfully completed; or 32 22 c. Proceed with the disciplinary process.

Intermittent Leave. 21 10 Intermittent leave without pay used in lieu of sick leave is not 11 subject to 22 the six (6) six-month entitlement provided for above. When such leave 12 significantly affects an 23 employee’s job performance and is not subject to the 13 requirements of law (including but not 24 limited to the FMLAFMLA and/or OFLA), 14 management may evaluate the employee’s use of leave according to the 25 criteria of 15 “Section B.2.c” above. Medical information as provided for in “Section D.1” above 26 16 may be required for the evaluation. After completing the evaluation management may 17 do one 27 of the following: 28 18 a. Approve a similar pattern of intermittent use of unpaid 19 leave for a 29 specified period followed by another evaluation; or 30 20 b. Put the employee on a work plan to manage the use of 21 leave 31 without pay, followed by disciplinary action if the plan is not successfully 22 completed; or 32 23 c. Proceed with the disciplinary process.

Intermittent Leave. 21 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to 22 the six (6) month entitlement provided for above. When such leave significantly 9 affects an 23 employee’s job performance and is not subject to the requirements of law 10 (including but not 24 limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the 25 criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above 26 may be required for the evaluation. After completing the 13 evaluation management may do one 27 of the following: 28 14 a. Approve a similar pattern of intermittent use of unpaid 15 leave for a 29 specified period followed by another evaluation; or 30 16 b. Put the employee on a work plan to manage the use of 17 leave 31 without pay, followed by disciplinary action if the plan is not successfully completed; 18 or 32 c. Proceed with the disciplinary process.

Intermittent Leave. 21 4 Intermittent leave without pay used in lieu of sick leave is not subject 5 to 22 the six (6) month entitlement provided for above. When such leave significantly 6 affects an 23 employee’s job performance and is not subject to the requirements of law 7 (including but not 24 limited to the FMLA/OFLA), management may evaluate the 8 employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical 9 information as provided for in “Section D.1” above 26 may be required for the evaluation. 10 After completing the evaluation evaluation, management may do one 27 of the following: 28 11 a. Approve a similar pattern of intermittent use of unpaid leave 12 for a 29 specified period followed by another evaluation; or 30 13 b. Put the employee on a work plan to manage the use of 14 leave 31 without pay, followed by disciplinary action if the plan is not successfully 15 completed; or 32 16 c. Proceed with the disciplinary process.

Intermittent Leave. 21 Intermittent leave without pay used in lieu 31 of sick leave is not subject to 22 the six (6) month entitlement provided for above. When 1 such leave significantly affects an 23 employee’s job performance and is not subject to 2 the requirements of law (including but not 24 limited to the FMLA/OFLA), management 3 may evaluate the employee’s use of leave according to the 25 criteria of “Section B.2.c” 4 above. Medical Health Care Provider information as provided for in “Section D.1” above 26 may 5 be required for the evaluation. After completing the evaluation evaluation, management may do 6 one 27 of the following: 28 7 a. Approve a similar pattern of intermittent use of unpaid leave 8 for a 29 specified period followed by another evaluation; or 30 9 b. Put the employee on a work plan to manage the use of 10 leave 31 without pay, followed by disciplinary action if the plan is not successfully 11 completed; or 32 12 c. Proceed with the disciplinary process.

Intermittent Leave. 21 Intermittent leave without pay used in lieu of sick leave is not subject 22 to 22 the six (6) month entitlement provided for above. When such leave significantly affects 23 an 23 employee’s job performance and is not subject to the requirements of law (including 24 but not 24 limited to the FMLA), management may evaluate the employee’s use of leave 25 according to the 25 criteria of “Section B.2.c” above. Medical information as provided for in 26 “Section D.1” above 26 may be required for the evaluation. After completing the evaluation 27 management may do one 27 of the following: 28 a. Approve a similar pattern of intermittent use of unpaid leave 29 for a 29 specified period followed by another evaluation; or 30 b. Put the employee on a work plan to manage the use of leave 31 without pay, followed by disciplinary action if the plan is not successfully completed; or 32 1 c. Proceed with the disciplinary process.

Intermittent Leave. 21 Intermittent leave without pay used in lieu of 22 sick leave is not subject to 22 the six (6) month entitlement provided for above. When such 23 leave significantly affects an 23 employee’s job performance and is not subject to the 24 requirements of law (including but not 24 limited to the FMLA/OFLA), management may 25 evaluate the employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical 26 HCP information as provided for in “Section D.1” above 26 may be required for the 27 evaluation. After completing the evaluation evaluation, management may do one 27 of the following: 28 a. Approve a similar pattern of intermittent use of unpaid leave 29 for a 29 specified period followed by another evaluation; or 30 1 b. Put the employee on a work plan to manage the use of 2 leave 31 without pay, followed by disciplinary action if the plan is not successfully 3 completed; or 32 4 c. Proceed with the disciplinary process.

Intermittent Leave. 21 26 Intermittent leave without pay used in lieu of sick leave is not 27 subject to 22 the six (6) month entitlement provided for above. When such leave 28 significantly affects an 23 employee’s job performance and is not subject to the 29 requirements of law (including but not 24 limited to the FMLAFMLA and/or OFLA), 30 management may evaluate the employee’s use of leave according to the 25 criteria 31 of “Section B.2.c” above. Medical information as provided for in “Section D.1” 1 above 26 may be required for the evaluation. After completing the evaluation 2 management may do one 27 of the following: 28 3 a. Approve a similar pattern of intermittent use of unpaid 4 leave for a 29 specified period followed by another evaluation; or 30 5 b. Put the employee on a work plan to manage the use of 6 leave 31 without pay, followed by disciplinary action if the plan is not successfully 7 completed; or 32 8 c. Proceed with the disciplinary process.

Intermittent Leave. 21 27 Intermittent leave without pay used in lieu of sick leave is not subject 28 to 22 the six (6) month entitlement provided for above. When such leave significantly 29 affects an 23 employee’s job performance and is not subject to the requirements of 30 law (including but not 24 limited to the FMLA), management may evaluate the 31 employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical 32 information as provided for in “Section D.1” above 26 may be required for the 33 evaluation. After completing the evaluation management may do one 27 of the 34 following: 28 35 a. Approve a similar pattern of intermittent use of unpaid leave for a 29 36 specified period followed by another evaluation; or 30 1 b. Put the employee on a work plan to manage the use of leave 31 without 2 pay, followed by disciplinary action if the plan is not successfully completed; or 32 3 c. Proceed with the disciplinary process.

Intermittent Leave. 21 Intermittent leave without pay used in lieu of sick leave is not 19 subject to 22 the six (6) month entitlement provided for above. When such leave significantly affects an 23 employee’s 20 job performance and is not subject to the requirements of law (including but not 24 limited to the FMLA/OFLA), 21 management may evaluate the employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical HCP 22 information as provided for in “Section D.1” above 26 may be required for the evaluation. After completing the evaluation 23 evaluation, management may do one 27 of the following: 28 25 a. Approve a similar pattern of intermittent use of unpaid leave for a 29 specified 26 period followed by another evaluation; oror 27 30 28 b. Put the employee on a work plan to manage the use of leave 31 without pay, 29 followed by disciplinary action if the plan is not successfully completed; oror 30 32 31 c. Proceed with the disciplinary process.. 32

Intermittent Leave. 21 22 Intermittent leave without pay used in lieu of sick leave is not 23 subject to 22 the six (6) month entitlement provided for above. When such leave 24 significantly affects an 23 employee’s job performance and is not subject to the 25 requirements of law (including but not 24 limited to the FMLA), management may evaluate 26 the employee’s use of leave according to the 25 criteria of “Section B.2.c” above. Medical 27 information as provided for in “Section D.1” above 26 may be required for the evaluation. 28 After completing the evaluation management may do one 27 of the following: 28 29 a. Approve a similar pattern of intermittent use of unpaid leave 30 for a 29 specified period followed by another evaluation; or 30 1 b. Put the employee on a work plan to manage the use of leave 31 2 without pay, followed by disciplinary action if the plan is not successfully completed; or 32 3 c. Proceed with the disciplinary process.

Intermittent Leave. 21 8 Intermittent leave without pay used in lieu of sick leave is not subject to 22 the six (6) month entitlement provided for above. When such leave significantly affects an 23 employee’s job performance and is not subject to the 11 requirements of law (including but not 24 limited to the FMLAFMLA and/or OFLA), 12 management may evaluate the employee’s use of leave according to the 25 criteria of 13 “Section B.2.c” above. Medical information as provided for in “Section D.1” above 26 14 may be required for the evaluation. After completing the evaluation management may 15 do one 27 of the following: 28 16 a. Approve a similar pattern of intermittent use of unpaid 17 leave for a 29 specified period followed by another evaluation; or 30 18 b. Put the employee on a work plan to manage the use of 19 leave 31 without pay, followed by disciplinary action if the plan is not successfully 20 completed; or 32 21 c. Proceed with the disciplinary process.