Job Restoration. 1. Upon return from FMLA leave, an employee must be restored to his or her original job, or to an equivalent job with equivalent pay, benefits, and other employment semesters and conditions.
2. In addition, an employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave.
Job Restoration. Upon return from FMLA leave, an employee shall be restored to the 28 same or an equivalent position. An equivalent position must be at the same pay, benefits, 29 and working conditions, include the same privileges, prerequisites and status, and involve 30 the same or substantially similar duties and responsibilities. The equivalent position must 31 be located at the same or geographically proximate work site unless the employee’s request 32 for transfer has been accepted.
Job Restoration. Upon return from FMLA leave, an employee must be restored to the employee's original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. In addition, an employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor be counted against the employee under a "no fault" attendance policy. Under specified and limited circumstances where restoration to employment will cause substantial and grievous economic injury to its operations, an employer may refuse to reinstate certain highly-paid "key" employees after using FMLA leave during which health coverage was maintained. In order to do so, the employer must: • notify the employee of his/her status as a "key" employee in response to the employee's notice of intent to take FMLA leave; • notify the employee as soon as the employer decides it will deny job restoration, and explain the reasons for this decision; • offer the employee a reasonable opportunity to return to work from FMLA leave after giving this notice; and • make a final determination as to whether reinstatement will be denied at the end of the leave period if the employee then requests restoration. A "key" employee is a salaried "eligible" employee who is among the highest paid ten percent of employees within 75 miles of the work site. Employees seeking to use FMLA leave are required to provide 30-day advance notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable. Employers may also require employees to provide: • medical certification supporting the need for leave due to a serious health condition affecting the employee or an immediate family member; • second or third medical opinions (at the employer's expense) and periodic recertification; and • periodic reports during FMLA leave regarding the employee's status and intent to return to work. When intermittent leave is needed to care for an immediate family member or the employee's own illness, and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer's operation. Covered employers must post a notice approved by the Secretary of Labor explaining rights and responsibilities under FMLA. An employer that willfully violates this posting requirement may be subject to a fine of up to $100 for each separate offense. Also, covered employers must inform employees...
Job Restoration. Upon return from an extended leave, an employee shall be 8 restored to the same or an equivalent position. An equivalent position must be at 9 the same pay, benefits, and working conditions, include the same privileges, 10 prerequisites and status, and involve the same or substantially similar duties and 11 responsibilities. The equivalent position must be located at the same or 12 geographically proximate work site unless the employee’s request for transfer has 13 been accepted.
Job Restoration. While the District will not deny FMLA leave to an eligible key employee, the District may deny job restoration to a key employee when the restoration to employment will cause the District substantial and grievous economic injury or substantial, long-term economic injury.
Job Restoration. Upon returning from a family and medical leave, the employee will normally be restored to the original job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.
Job Restoration. An employee who utilizes family or medical leave under this policy will be restored the same job or a job with equivalent status, pay, benefits and other employment terms.
Job Restoration. Upon return from an extended leave, an employee shall be 31 restored to the same or an equivalent position. An equivalent position must be at 32 the same pay, benefits, and working conditions, include the same privileges, 33 prerequisites and status, and involve the same or substantially similar duties and 34 responsibilities. The equivalent position must be located at the same or 35 geographically proximate work site unless the employee’s request for transfer has 36 been accepted.
Job Restoration. 1) At the expiration of the Family Medical Leave, the employee will be restored to his/her previous position or a similar position with the same status, pay, and length of service credit as of the date of his/her leave. If during the period of the leave, employees in the same or similar position in the department have been laid off through no fault of their own, the employee will be extended the same rights or benefits, if any, extended to employees of equal length of service in the same or similar position in the department
2) Notwithstanding any other provision of this Agreement to the contrary, the Family Medical Leave granted under this Article shall not affect the employee’s right to receive any contractual benefits for which he/she was eligible at the time of the leave.
Job Restoration. Upon return from FMLA leave, an employee must be restored to the employee's original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. In addition, an employee's use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor be counted against the employee under a "no fault" attendance policy. Under specified and limited circumstances where restoration to employment will cause substantial and grievous economic injury to its operations, an employer may refuse to reinstate certain highly-paid "key" employees after using FMLA leave during which health coverage was maintained. In order to do so, the employer must: notify the employee of his/her status as a "key" employee in response to the employee's notice of intent to take FMLA leave; notify the employee as soon as the employer decides it will deny job restoration, and explain the reasons for this decision; offer the employee a reasonable opportunity to return to work from FMLA leave after giving this notice; and make a final determination as to whether reinstatement will be denied at the end of the leave period if the employee then requests restoration.
