Leave Restriction. In approving a child care leave of absence, the School District shall not be required to grant any leave of more than twelve (12) months’ duration or shall not be required to permit the employee to return to employment prior to the date designated in the approved child care leave.
Leave Restriction. The Union agrees not to apply for leave during a week where a statutory holiday falls.
Leave Restriction. Before any employee accepts work for another employer for gainful regular employment while on leave from the District, such employee shall first notify the District that he is available for employment. If such employee does not notify the District of his availability for employment, or refuses to return to offered employment after notifying the District of his availability to work, he shall be automatically terminated.
Leave Restriction. An Officer’s immediate supervisor may restrict the Officer from using leave when there is reason to believe that the Officer is engaging in a pattern or practice of abusing leave.
Leave Restriction. Upon issuance of a letter of leave restriction, an employee may be required to submit a medical certificate for future absences of three
Leave Restriction a. Supervisors should discuss concerns regarding leave usage with the employee at the earliest opportunity.
b. Leave abuse may be present when:
(1) proper procedures are not followed in requesting leave;
(2) the pattern of taking leave is disruptive to the mission of the office; or
(3) prior leave patterns may indicate a misuse of leave.
c. When an employee's absences indicate an abuse of leave, the employee will be advised in writing of the problem and the appropriate restrictions which apply. The leave restriction should deal with the identified leave abuse problem and the procedures that must be followed to obtain leave. Leave restrictions will be in place for no longer than three (3) months. However, if the problem persists, the leave restriction may be extended in increments of three (3) months or less.
Leave Restriction. Employees shall not take accumulated annual leave in excess of two (2) consecutive days, unless the employee requires annual leave because they have exhausted their sick leave for any lawful purpose, in any of the following blackout periods: Bursar
Leave Restriction. Leaves of Absence for Full-Time Union Business Section 5. Leave Without Pay (LWOP) Section 6. Absence Without Leave (AWOL) Section 7. Administrative Leave Section 8. Court Leave
Leave Restriction. The parties discussed their common interest in providing employees with discretion in their use of leave consistent with mission requirements, that employees not abuse leave, and that leave problems should be addressed by the supervisor promptly. This is a new Section added to the Agreement to address Union concerns regarding what constitutes leave abuse, uniformity in application of leave abuse letters, the duration of leave restrictions, and that restrictions should address the specific leave problem. The parties agreed to language in Section 3.a. that the supervisor should discuss leave concerns with the employee at the earliest opportunity so that an employee is aware of the concerns and the appropriate leave procedures may be reviewed with the employee.
Leave Restriction. 1. An employee may be required to submit a doctor’s certificate after three (3) or more consecutive days of absence due to illness, provided, however, that the employee may be required to submit such a certificate in support of sick leave for any lesser period if his or her supervisor has reason to believe that the use of such leave has been abused or the employee has been notified in wiring that he or she has been placed on leave restriction as described in this Section.
2. Upon proper written notification, an employee’s immediate supervisor may restrict the employee from using leave when there is reason to believe that the employee is engaging in a pattern or practice of abusing leave. The period of leave restriction shall be outlined in writing and may not exceed ninety (90) days. An employee who has been placed on leave restriction must receive permission directly from his or her supervisor or, if not available, directly from another supervisor in the chain of command, before taking unscheduled leave. An employee under leave restriction who takes unscheduled leave without receiving prior supervisory approval, shall be placed in an Absence Without Official Leave status, may be ordered to provide proof that he or she was seen by a health care provider, and shall be subject to discipline. Upon completion of a prescribed period of leave restriction without incident, the employee shall be removed from leave restriction and may return to requesting unscheduled leave.
