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:
1. Equal to or less than 90 days of military service - In a position that the team member would have attained if employment had not been interrupted by military service, or if found not qualified for such position after reasonable efforts by HMH, the position in which the team member had been employed prior to military service.
2. More than 90 days and less than 5 years of military service – In a position that the team member would have attained if employment had not been interrupted by military service or a position of like seniority, status and pay, the duties of which the team member is qualified to perform; or if proved not qualified after reasonable efforts by the HMH, in the position the team member left, or a position of like seniority, status and pay, the duties of which the team member is qualified to perform.
3. Team member with a service-connected disability - If after reasonable accommodation efforts by HMH, a team member with a service connected disability is not qualified for employment in the position he/she would have attained or in the position that he/she left, the team member will be assigned to any other position of similar seniority, status and pay for which the team member is qualified, or could become qualified with reasonable efforts by HMH; or if no such position exists, in the nearest approximation consistent with the circumstances of the team member's situation.
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.
13.15.8.2 Prior to being allowed to return to work, an employee wishing to return from a Serious Health Condition Leave must submit an acceptable release from a health care provider that certifies the employee can perform the essential functions of the job as those essential functions relate to the employee's serious health condition. For an employee on intermittent FMLA Leave, such a release may be required if reasonable safety concerns exist regarding the employee’s ability to perform his or her duties, based on the serious health condition for which the employee took the intermittent leave.
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. 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. 9.9.12.1 Except as provided by law, under most circumstances, unit members 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, unit members have no greater right to reinstatement than if they had been continuously employed rather than on leave.
9.9.12.2 Prior to being allowed to return to work, an unit member wishing to return from a Serious Health Condition Leave must submit an acceptable release from a health care provider that certifies the unit member can perform the essential functions of the job as those essential functions relate to the unit member's serious health condition.
Job Reinstatement. Subject to business necessity pursuant to Washington Administrative Code Section 000-00-000 (5)(c), if a nurse on Pregnancy Leave returns to work immediately after the period of her pregnancy related sickness or disability, she will be allowed to return to the same job or a similar job having the same rate of pay. However, there shall be no obligation to return any nurse to work under this provision if she would not have retained her position had she been at work, rather than on Pregnancy Leave. Re-employment following a Pregnancy Leave in excess of six (6) weeks (or such longer period if a longer period is required by state law) is subject to the same terms as applicable to re-employment following a General Medical Leave.
