LEAVE OF ABSENCE POLICY. During the term of this agreement, the County may reopen negotiations on the issue of a comprehensive leave of absence policy and related changes in terms and conditions of employment.
LEAVE OF ABSENCE POLICY. 3701 An employee who is authorized to be absent from work and who is not on an authorized leave with pay shall be on leave without pay.
LEAVE OF ABSENCE POLICY a) An employee, upon written request, may be granted a leave of absence by the Department of Human Resources for legitimate personal reasons. Such leave of absence shall be without pay and shall normally be granted for a period of up to one (1) year. Requests for an extension of a leave of absence shall be filed with the Department of Human Resources in writing no later than thirty (30) days prior to the end of the original leave, unless otherwise agreed upon by the Department of Human Resources. Requests for leaves of absence or extensions thereof shall be submitted through the employee's department head who shall forward same to the Department of Human Resources.
b) Employees with one (1) or more years of seniority shall be eligible for a leave of absence of up to one (1) year. An employee on an approved leave of absence shall be entitled to resume at the end of the leave either his or her former position or, at the discretion of the College, an equivalent position. Reasonable notification shall be required from the employee requesting such leave, along with a specific date for return from such leave. At the option of the College, an employee may return from such leave prior to the specifically expressed date.
c) An employee on a leave of absence without pay may, upon request, continue participating in the employee benefit programs described in Article 8, provided that the period of absence does not exceed one (1) year and also that the above provision meets with the requirements of ERISA. The employee shall pay the full cost of such benefits. All payments are due in advance or by the first of each month at the prevailing group rate.
d) Employees with one (1) or more years of service may be granted a leave of absence by the Department of Human Resources, upon written request, for legitimate personal reasons corresponding to those outlined by the Family Medical Leave Act.
LEAVE OF ABSENCE POLICY. Each Program Director serves as the key resource on specialty board examinations and materials for application and preparation. Therefore, the Program Director should be contacted by the Resident/Fellow Physician to confirm the effect that a leave of absence, for any reason, will have on their ability to satisfy criteria for completion of the residency or fellowship program and eligibility for specialty board examination. Resident/Fellow physicians granted leave shall be responsible for making up the leave time in terms of maintaining his or her satisfactory performance and program progression, as determined by the Program Director and documented via the Leave of Absence Attestation Form and/or other supporting written documentation outlining the program extension time. A leave of absence may result in an extension of the total length of the time required to complete the training program. All leaves will be processed in accordance with the UPMC Policies on leave such as Family and Medical Leave of Absence (FMLA), Personal Leave of Absence (PLOA), Administrative Leave of Absence, Paid Parental Leave of Absence, as applicable.
LEAVE OF ABSENCE POLICY. 5 6.6.1 A leave of absence without pay of up to one (1) year may be granted by the District 6 to Members. Leave requests will be considered on their merits on an individual, 7 written request basis. Leaves of absence may be granted for, but not limited to, the 8 following purposes:
9 6.6.1.1 Academic-year institutes.
10 6.6.1.2 Graduate study at own cost at accredited institution.
11 6.6.1.3 Travel for the purpose of specific educational benefits (request must include 12 statement of purpose and description of benefits).
LEAVE OF ABSENCE POLICY. The school may allow a student under certain circumstances to take a leave of absence (LOA) from the program. Valid reasons for taking a LOA include: pregnancy, hospitalization of the student, temporary disability, immediate family or someone whom the student is designated as the primary care giver, military duty, or serious medical emergency.
a) The LOA must be requested in writing in advance, and must be signed by the student, unless unforeseen circumstances prevent the student from doing so (See number 2 below. The LOA must be pre-approved by the Institute’s Administrator or Director.
b) The institution may grant an LOA to a student who did not provide the request prior to the LOA due to unforeseen circumstances if the institution documents the reason for its decision and collects the request from the student at a later date. For example, if a student were injured in a car accident and needed a few weeks to recover before returning to the institution, the student would not have been able to request the LOA in advance. In this example, the beginning date of the approved LOA would be determined by the institution to be the first date the student was unable to attend the institution because of the accident.
c) The written request must include the reason for the LOA as well as the starting and ending dates of the LOA. There must be a reasonable expectation that the student will return to the school by the end of the LOA. An LOA may be granted for a minimum of fourteen (14) days and a maximum of sixty (60) days.
d) Should a student need to extend the initial LOA, the extension must be submitted three (3) business days prior to the end date on the original LOA form. The student will be notified by Administration if the extension is approved. The LOA, together with any additional leaves of absences, must not exceed a total of 180 days in a 12-month period.
e) Leaves of absences are not official until all required documentation is filed and approved.
f) Students will not be assessed additional tuition charges while on their LOA. A student granted an LOA that meets these criteria is not considered to have withdrawn, and no refund calculation is required at that time. A Leave of Absence extends the student’s contract period and maximum time frame by the same number of days taken in the leave of absence. Changes to the contract period on the enrollment agreement must be initialed by all parties or an addendum must be signed and dated by all parties; Students retur...
LEAVE OF ABSENCE POLICY. 3701 An employee who is authorized to be absent from work and who is not on an authorized leave with pay shall be on leave without pay. 3702 Any leave of absence, with or without pay, shall not exceed three (3) months except as provided in Article 29, Maternity Leave and Article 30, Family and Medical Leave. Should an employee request leave beyond three (3) months, approval will be at the discretion of the City Manager or the Human Resources Director.
LEAVE OF ABSENCE POLICY. During the term of this Agreement and upon request of the County, the County and E.T.
A. will meet and confer on the issue of a comprehensive leave of absence policy and related changes in terms and conditions of employment. Provided, however, that the County shall not implement a comprehensive leave of absence policy or make related changes in terms and conditions of employment without mutual consent.
LEAVE OF ABSENCE POLICY. Teachers may be granted an unpaid leave of absence, for good cause, as determined by the Board of Education, for a period of up to one year. The vacant position will be filled on a temporary basis for the period of time for which the leave is granted. The teacher will then be returned to his/her original position. Teachers may at the end of a year's leave of absence request a succeeding year's leave of absence. The BOE has the prerogative of granting or not granting this leave. If the BOE grants a successive leave, the vacant position will be filled on a temporary basis for the period of time for which the leave is granted. The teacher will then be returned to his/her original position. If a succeeding leave is denied, the teacher must decide whether to resign or return to his/her original teaching assignment. Notification for BOE and teacher shall coincide with the continuing contract dates as outlined in Kansas law. In all cases, the Board's obligation is fulfilled when the position has been offered to the teacher (for which he/she is certified) and the teacher declines the position. The teacher must notify the Superintendent of Schools, in writing, by March 1st of the teacher’s intent to return from a leave of absence. If notice is not received, the position will be filled by other means. All requests for a leave of absence will be applied for in writing and submitted to the Superintendent. The teacher shall be notified in writing by the Superintendent as to the decision of the requestor. The teacher will provide the necessary contact information to the Central Office to receive such notification. Such leave, if approved, shall be granted without pay for a period not to exceed one year. The teacher may continue to participate in the district’s health insurance plan at the teacher’s expense and be able to retrieve personal belongings from the classroom. In the case of the returning teacher, such teacher will not be granted any experience credit from the time absent. No experience credit for movement on the salary schedule will be granted during this period. While on extended leave, the teacher shall retain all accumulated leave. However, no additional leave shall accrue during the extended leave of absence.
LEAVE OF ABSENCE POLICY. The following guidelines have been proposed based on the nature of fire department scheduling and the existing policies of sick day coverage.
