Job Reinstatement. Subject to some limited exceptions, upon return from FMLA leave, team members will be returned to the position they left or to a position equivalent in pay, benefits, and other terms of employment. Individuals identified as "key team members" (the highest paid 10% of salaried team members at the work site or within a 75-mile radius of that work site) at the beginning of their leave may not be returned to their former or equivalent position, if restoration will cause substantial economic injury to HMH. Team members will be informed of their key team member status at the beginning of the leave period.
Job Reinstatement. Subject to some limited exceptions, upon return from NJFLA leave, team members will be returned to the position they left or to a position equivalent in pay, benefits, and other terms of employment. Individuals identified as "key team members" (those team members whose base salary ranks within the highest paid five percent or whose base salary is one of the seven highest, whichever number of team members is greater) at the beginning of their leave may not be returned to their former or equivalent position, if restoration will cause substantial economic injury to HMH. Team members will be informed of their key team member status at the beginning of the leave period.
Job Reinstatement. Upon a team member's prompt application for return to work, the team member will be reinstated in the following manner depending upon his/her period of military service or physical condition upon return from leave:
Job Reinstatement. 13.15.8.1 Under most circumstances, an employee will be reinstated to the same position held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, employees have no greater right to reinstatement than if he/she had been continuously employed rather than on leave.
Job Reinstatement. Except as authorized by federal law, an employee returning from FMLA leave will be reinstated to his or her original job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.
Job Reinstatement. Under most circumstances, upon return from family and medical leave, an employee will be reinstated to his or her original job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. In addition, an employee’s use of family and medical leave will not result in the loss of any employment benefit that the employee earned or was entitled to before using such leave.
Job Reinstatement. Upon return from family medical leave and pregnancy leave, an employee shall have the right to return to employment in the same classification and at no less than their current pay level. The employee shall also have the right to return to employment in the same location to the extent this is possible. In addition, an employee’s use of family medical leave will not result in the loss of any employment benefit under this agreement including accrued sick time and vacation. No benefit based on hours, days or weeks worked shall be accrued during any period of time off without pay.
Job Reinstatement. An employee will be reinstated to his or her previous position, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions if all of the following conditions are met: 1) the employee has been on leave for no more than the maximum family and medical leave period; and 2) the employee provides the department a written certification from a health care provider that the employee is fit for duty. If an employee is returning from family and medical leave taken for his or her own serious health condition, but is unable to perform the essential functions of his or her job because of a physical or mental disability, the City will begin an interactive process to determine whether the City can reasonably accommodate the employee without undue hardship. However, an employee returning from family and medical leave has no greater right to reinstatement, benefits, and other conditions of employment than if he/she had been continuously employed rather than on leave.
Job Reinstatement. Upon returning from a supplemental family or medical leave, an employee will be offered the same position held at the time of leaving, if available. If this position is not available, a comparable position will be offered, if available. If neither the same nor a comparable position is available, an employee’s return to work will depend upon job openings existing at the time of the employee’s scheduled return. Except as required by applicable law, there are no guarantees of reinstatement and an employee’s return will depend on existing openings and the employee’s qualifications. The Calexico Unified School District may refuse to reinstate an employee on supplemental family or medical leave for a reason other than the employee’s own serious health condition who, after five days’ notice from the Calexico Unified School District to return to work, fails to do so.
Job Reinstatement. When the employee returns to work from any period of maternity or parental leave under this Article, the Employer will return the employee to the same position at the same classification and level which the employee held prior to the leave provided the position exists. But in any event, the employee shall be reinstated to a comparable position with the same wages and benefits.
